Description

A focused course, tailored for you

Building the AI-Era Enterprise Talent Function for SaaS Platforms (Skills Strategy + AI-Augmented Hiring + Onboarding + Retention + Compliance)

Build the AI-era enterprise talent function for a SaaS platform in 10 weeks. Skills strategy + AI-augmented hiring + onboarding + retention + compliance.

Enterprise SaaS platforms are rebuilding the talent function for the AI era: skills strategy under shifting role taxonomy, AI-augmented hiring across sourcing/screening/scheduling, AI-aware onboarding and L&D, retention under AI-related role anxiety, and global AI-hiring-tool compliance. Talent leaders who build the modern function take the senior people work. Here is the 10-week build.

$199 one-time

Tailored to your situation. Access within 24 hours. 30-day money-back.

Includes a hand-built implementation playbook delivered alongside course access, generated for your specific situation.

Why this course

Enterprise SaaS platforms (Atlassian, Salesforce, ServiceNow, Workday, Snowflake, Databricks, MongoDB, HashiCorp, Datadog, Snowflake, Confluent, Asana, Notion, Figma, Canva, Airtable, Monday, Smartsheet, etc) are rebuilding the talent function for the AI era.

Skills strategy under shifting role taxonomy (AI engineer, ML engineer, AI product manager, AI program manager, AI ethics specialist, AI red-teamer, prompt engineer, evaluator, AI sales specialist), AI-augmented hiring across sourcing/screening/scheduling/decision-support, AI-aware onboarding and L&D, retention under AI-related role anxiety and burnout, global AI-hiring-tool compliance (NYC Local Law 144, Illinois AI Video Interview Act, California AB 2930 + AB 331, Colorado AI Act, EU AI Act high-risk, EEOC AI guidance, OFCCP AI guidance, AU APRA CPS 234 if applicable, UK ICO AI guidance), and the executive-engagement model all need rebuild.

Talent leaders who build the modern function take the senior people work. Talent leaders who stay on classic patterns watch the work shift to peers and to vendors.

This course teaches the 10-week build of the AI-era enterprise talent function for SaaS platforms: skills strategy, AI-augmented hiring, onboarding and L&D, retention framework, compliance framework, and the executive engagement model. Twelve modules with deliverables. Plus a hand-built implementation playbook for your specific platform and geography.

What you walk away with

A documented skills strategy for the AI era.
An AI-augmented hiring framework.
An AI-aware onboarding and L&D architecture.
A retention framework under AI role anxiety.
A global AI-hiring-tool compliance framework.
An executive-engagement model.
A 10-week build plan.

The 12 modules

Module 1. AI-era SaaS talent landscape 2026

Detailed walkthrough of the SaaS talent landscape in 2026: role-taxonomy shifts, AI-skills demand, AI-augmented people-function tools, the regulatory landscape (NYC LL 144, Illinois AIVIA, California ABs, Colorado AI Act, EU AI Act, EEOC, OFCCP, AU APRA, UK ICO), the retention environment under AI role anxiety, and the executive-level decisions facing People leaders. What competing SaaS platforms ship in production.

Module 2. Skills strategy for the AI era

Build the AI-era skills strategy: skills-taxonomy maintenance covering AI engineer, ML engineer, AI product manager, AI program manager, AI ethics specialist, AI red-teamer, prompt engineer, evaluator, AI sales specialist; skills-demand forecasting; build-vs-buy-vs-borrow framework; internal mobility programme; reskilling programme; career-architecture refresh; and the integration with broader workforce planning. Three strategy patterns from peer SaaS platforms.

Module 3. AI-augmented sourcing pattern

Build the AI-augmented sourcing pattern: tool selection (LinkedIn Recruiter AI, Eightfold, Gem, hireEZ, SeekOut AI, Plum, Phenom, Beamery, in-house), search-strategy design for AI-era roles, passive-candidate engagement, sourcing-pipeline metrics, and the integration with broader employer brand. Three sourcing patterns at peer SaaS platforms.

Module 4. AI-augmented screening and assessment

Build the AI-augmented screening and assessment: AI-screening tool selection, AI-engineering-specific assessment design (live coding, system design, AI agent design, AI red-team scenario), bias-mitigation framework, alternate-format accommodations (disability + neurodivergence), and the integration with broader assessment strategy.

Module 5. AI-aware onboarding and L&D

Build the AI-aware onboarding and L&D architecture: AI-augmented onboarding content, role-specific learning paths, AI-engineering-specific onboarding for AI roles, AI-tool training for non-AI roles, mentor-pairing, manager-of-managers integration, and the integration with broader L&D strategy. The architecture that drives 90-day productivity.

Module 6. Retention framework under AI role anxiety

Build the retention framework: AI-related role-anxiety identification, transparency-and-communication pattern, career-development pattern under role evolution, manager-coaching pattern for AI-affected teams, leadership-visibility pattern, mental-health-support integration, and the integration with broader employee experience. The framework that prevents the talent-flight event.

Module 7. Global AI-hiring-tool compliance

Build the global AI-hiring-tool compliance framework: NYC Local Law 144 AEDT bias-audit obligation, Illinois AI Video Interview Act, California AB 2930 + AB 331, Colorado AI Act, EU AI Act high-risk classification (Annex III), EEOC AI guidance, OFCCP AI guidance for federal contractors, AU APRA CPS 234 if applicable, UK ICO AI guidance, candidate-notice obligations, candidate-opt-out workflow, vendor-due-diligence framework, and the integration with broader employment-law compliance.

Module 8. Diversity, equity, and inclusion

Build the DEI framework: diversity-sourcing strategy, blind-screening pattern, structured-interview design, debiased decision framework, diversity outcome measurement, pay-equity programme, equal-employment compliance integration, and the integration with broader DEI programme.

Module 9. Performance, compensation, and recognition

Build the performance, compensation, and recognition framework: performance management aligned to AI-era role evolution, compensation philosophy for AI-era roles (AI engineer premium, retention-grant pattern), recognition programme, and the integration with broader total rewards. The framework that drives engagement.

Module 10. People analytics for the AI era

Build the people analytics for the AI era: per-team productivity measurement (with AI-tool augmentation), engagement measurement, retention-prediction modelling, internal-mobility tracking, learning-uptake tracking, manager-effectiveness measurement, AI-tool-adoption tracking, and the integration with broader people analytics.

Module 11. Executive and board engagement

Build the executive and board engagement: ExCo engagement framework, board-of-directors People Committee reporting cadence, board-of-directors compensation-committee engagement, and the integration with broader board-level governance. Talent leaders who manage executive and board engagement well drive function-level authority.

Module 12. Your 10-week build plan

Week-by-week plan with weekly deliverables. Weeks 1-2: AI-era SaaS talent landscape + skills strategy for the AI era. Weeks 3-4: AI-augmented sourcing + AI-augmented screening and assessment. Weeks 5-6: AI-aware onboarding and L&D + retention framework. Weeks 7-8: global AI-hiring-tool compliance + DEI. Weeks 9-10: performance/compensation/recognition + people analytics + executive engagement. Deliverable: AI-era enterprise talent function ready for first hiring cycle.

How this addresses your situation

Specific modules that map to what you said you are dealing with.

Module 1 covers the landscape.

Modules 2 to 6 produce skills strategy, sourcing, screening, onboarding/L&D, and retention.

Module 7 covers global AI-hiring-tool compliance.

Module 8 covers DEI.

Module 9 covers performance/compensation/recognition.

Module 10 covers people analytics.

Module 11 covers executive and board engagement.

Module 12 covers the 10-week build plan.

What you get with this course

The 12-module course delivered as text plus downloadable templates.
Templates and worked examples for skills strategy, AI-augmented sourcing, AI-augmented screening and assessment, AI-aware onboarding and L&D, retention framework, global AI-hiring-tool compliance, DEI framework, performance/compensation/recognition, people analytics, executive-and-board engagement.
A hand-built implementation playbook generated for your specific platform and geography.
Three worked examples of AI-era enterprise talent functions at peer SaaS platforms.
Scripted talking points for the CEO and board-People-Committee engagement.

What you will have in hand by Day 1, Week 1, Month 1

Day 1: Skills strategy scaffold drafted.

Week 4: AI-augmented sourcing + screening operational.

Week 8: Onboarding/L&D + retention framework + compliance framework designed.

Week 10: Modern function in operation on first hiring cycle.

Before and after

Before

Your talent function handles classic enterprise SaaS patterns. AI-skills demand outstrips supply. AI-hiring-tool compliance is patchy. Retention under AI role anxiety is unmanaged. Senior people work goes to vendors and consultants.

After

An AI-era enterprise talent function is in operation. Skills strategy, AI-augmented sourcing, AI-augmented screening and assessment, AI-aware onboarding and L&D, retention framework, global AI-hiring-tool compliance, DEI framework, performance/compensation/recognition, people analytics, executive-and-board engagement are all designed.

What happens if you do not address this

Talent leaders without the modern function miss the senior people work. AI-hiring-tool compliance is now state-regulated and EU-regulated.

Who it is for

For Heads of Talent, Heads of People, VP People, CHRO, and senior talent leaders at enterprise SaaS platforms.

Who this is NOT for. Pure operational HR roles without strategic scope. Talent leaders at firms with no SaaS-platform business. Pure recruiters without leadership scope.

How it arrives

Text-based course via LMS, plus downloadable templates and worked examples and the hand-built implementation playbook.

Time investment. Roughly 18 hours of reading and 80 to 160 hours of talent-leader effort across the 10-week build.

Why $199 is the right number

External talent-function transformation consultants charge $300K-$1.5M for SaaS-platform programmes. Specialist firms (Mercer, AON, Korn Ferry, Willis Towers Watson, the firm HCM, the firm Talent) charge $200K-$1M for talent-function builds. AI-people-platform vendors (Eightfold, Phenom, Beamery, Gloat, Plum) charge $50K-$1M/year. $199 buys the focused playbook plus the implementation document for your specific platform and geography.

FAQ

Will this replace hiring a talent-function transformation consultant?

Partially. It teaches the modern function. You may still want specialist input for advanced AI-platform integration.

What if my platform is global (US + EU + APAC operations)?

Module 7 covers global compliance in depth.

Does this cover EU AI Act high-risk classification for hiring AI specifically?

Module 7 covers EU AI Act in depth.

What about non-engineering AI roles (AI product manager, AI sales, AI ethics)?

Module 2 covers AI-role taxonomy in depth.

What is in the implementation playbook for me specifically?

Skills strategy tailored to your platform's hiring volume; compliance framework matched to your operating geography; a 10-week build plan.

30-day money-back guarantee. If after a week of working through the materials this is not what you needed, reply to the receipt email and a full refund is processed. No questions, no forms.

Within 24 hours your account in the learning environment is provisioned and the tailored implementation playbook is delivered alongside it.