First, Some Important Context
It was a Friday lunchtime. Not a great time to post on LinkedIn, as anyone who watches the algorithm will tell you.
Caroline Daniel posted anyway.
By the evening she was watching the numbers climb past anything she had seen before. Her usual 5,000 views became 300,000. Three thousand people downloaded the free tool she was offering. And the shape of her business changed dramatically.
The tool was an ERA 2025 matrix, a practical compliance tracker for the new Employment Rights Act, mapping every significant legislative change by date, category and priority so employers know exactly what to do and when. She built it with AI.
Without AI, she says, she could never have created it at all.
Clear Leads
Caroline is founder of Clear HR Consulting and co-founder of Clear People, with over 25 years in HR and 14 of them running her own consultancy. Her clients have always been SMEs, startups and scale-ups. That is changing. Off the back of one post, the enquiries now coming in are from businesses of 250 to 300 employees looking for a fully outsourced HR function. She has partnered with Emily Perry to launch Clear People, and they are hiring.
Who was the ‘target customer’?
Here is the part I find most intriguing. Caroline posted the matrix as lead generation aimed at business owners. It spoke far louder to HR professionals. Her explanation is one every HR person will recognise: so much of the work is reactive, and the Employment Rights Act demands the opposite. When the removal of the two-year qualifying period for unfair dismissal lands, recruitment and onboarding stop being routine and become risk management. Seeing the whole act laid out in red, amber and green made people realise just how much proactive work is waiting for them.
Checking the AI’s work
But this is not a story about AI doing the work for you. Caroline built a handbook agent that updated all her client handbooks for the ERA in ten minutes. It also confidently got the day one unfair dismissal position wrong. Had she sent those handbooks out unchecked, in her words, it would have been ‘a bloodbath’. The human check is not optional.
Her line of the episode: Claude can still write the policy, but Claude can’t have the difficult conversation.
We also get into gut instinct in hiring, accountability when a chatbot goes off grid, and why a paddle club does not need AI to thrive, but does need its manager freed up to engage with people rather than monitor holiday requests.
**What could you build this week that solves a real problem for the people you serve? And would you know how to check it before you shipped it?**
This week’s resource is a copy of Caroline’s ERA matrix, free to download here:
I’m figuring out how the hub can be most useful to you so please let me know if you want more or less of anything. In the meantime, I’ve got a few super interviews already recorded so listen in and enjoy.
Take care for now.
