Cost Guide
HR consulting prices change when the work moves from classic policy support into AI-assisted hiring, reviewer workflow design, and people-ops governance. You are no longer only paying for handbook advice or general compliance help. In many cases, you are paying for judgment about where human review must stay, how approvals should work, how manager decisions should be documented, and how to make automated people processes safer to use in practice. That operating-model work usually commands more than generic HR support because the cost of getting it wrong is much higher.
Hourly rate
$100–$300/hr
Varies based on compliance depth, workflow redesign scope, and AI-assisted people-ops experience
Per session
$200–$600
For a focused review of hiring workflow, HR governance, approvals, or people-process risk
Monthly retainer
$2,500–$8,000/month
For ongoing people-ops oversight, governance support, or fractional HR leadership during rollout
Budget
$75–$125/hr
Typical for: HR generalists or lighter-weight advisors with limited transformation experience
Best for: Basic process reviews, handbook updates, simple onboarding workflows, and early-stage hiring structure
Mid-range
$125–$225/hr
Typical for: Experienced HR operators, SHRM-certified people leaders, or consultants with workflow redesign experience
Best for: AI-assisted hiring reviews, approval design, compliance audits, manager workflow design, and recruiter operating improvements
Premium
$225–$300+/hr
Typical for: Former HR Directors, people-ops leaders, or specialists with strong governance and complex compliance experience
Best for: High-risk people-process governance, multi-jurisdiction operating design, sensitive employee matters, and fractional leadership during AI-enabled HR transformation
If you are pricing AI-assisted hiring review, recruiter workflow design, approvals, or people-ops governance work, these more specific roles may match the engagement better.
AI hiring review specialists
Design human review, recruiter handoffs, and approval rules around AI-assisted hiring workflows.
AI governance advisors
Define approvals, escalation logic, fairness controls, and operating rules for sensitive people workflows.
Human-in-the-loop AI experts
Design where recruiters, managers, and HR should review, approve, or override AI-supported decisions.
AI operations consultants
Improve rollout, ownership, handoffs, and reviewer workflows across recruiting and people operations.
AI workflow designers
Map candidate, manager, HR, and tool interactions into a clearer people-ops operating flow.
At-Will Employment
At-will employment is a legal doctrine in the US (adopted in most states) that allows either the employer or the employee to end the employment relationship at any time, for any reason — or no reason — without legal liability.
Non-Compete Agreement
A non-compete agreement restricts an employee or contractor from working for competitors or starting a competing business for a specified period after leaving a company.
Wrongful Termination
Wrongful termination occurs when an employee is fired for an illegal reason — such as discrimination based on a protected characteristic, retaliation for reporting violations, or breach of an employment contract. Despite the US at-will employment default, employees have significant legal protections against certain types of terminations.
Severance Agreement
A severance agreement is a contract between an employer and a departing employee that provides compensation and benefits in exchange for the employee's agreement to certain terms, typically including a release of legal claims against the employer.
Performance Improvement Plan (PIP)
A Performance Improvement Plan (PIP) is a formal HR document that outlines specific performance deficiencies, sets clear expectations and measurable goals, defines a timeframe for improvement, and specifies consequences if targets are not met. PIPs serve both as a performance management tool and as documentation in potential termination proceedings.