Interim HR and Talent Leadership
PeopleOpsRx offers interim HR and Talent leadership if you are a growing founder‑led company that needs senior HR leadership before people complexity breaks the business.
If you have outgrown ad‑hoc HR and hiring, we can provide a fractional partner who will calmly project manage HR, ATS, HRIS, compensation, and benefits into something that works.
Our Recruitment related services span talent acquisition function management, ATS optimization, Talent team leadership, hands on recruitment to fill open roles, AI enablement for Recruitment, Talent Acquisition dashboards, analytics and KPIs, and compliance.
Get the benefits of an internal Executive Recruiter to proactively source, prescreen and submit qualified candidates in days.
Contract HR and ATS Project Management
Struggling with an ATS implementation that didn’t land—or an HRIS setup that’s creating more friction than clarity? PeopleOpsRx provides contract HR project management for talent‑related technology implementations, with a focus on making systems work in the real world.
PeopleOpsRx delivers contract project management for ATS and HRIS implementations—optimizing workflows, integrations, and AI enablement so hiring systems scale without breaking. In an AI‑driven hiring environment, misconfigured ATS platforms create risk, inefficiency, and defensibility gaps. We lead implementations and redesigns where reliability, adoption, and compliance matter most.
We step in where failure is not an option: stabilizing broken implementations, redesigning workflows, aligning integrations, and establishing human‑in‑the‑loop controls—so your ATS supports fast, defensible hiring instead of creating disruption, candidate loss, or exposure.
Vendor Selection + Project Management + AI Enablement
PeopleOpsRx leads ATS and HRIS vendor selection and implementation, then enables AI directly within those workflows—combining project management, governance, and human oversight so hiring stays fast, compliant, and system‑owned.
ATS technology transforms the recruitment workflows with AI enablement that is legally defensible as well as generates high-quality recruiting outcomes.
The firm guides organizations through selecting the right ATS based on workflow complexity, compliance requirements, and scalability, then leads structured implementation and change management to deliver on time and on budget.
AI does not change employer responsibility. Whether decisions are supported by recruiters, workflows, or AI tools, organizations remain accountable for outcomes.
AI-enabled fraud is reshaping recruiting
Candidate fraud is rising fast, and both recruiters and hiring managers link it directly to AI. In the past year, 91% of recruiters have suspected candidates cheating, faking credentials or misrepresenting themselves. In some cases, they’ve even caught them outright. More than one in four recruiters (28%) say they catch or suspect candidate deception multiple times a month. Over 50% say AI makes it easier for candidates to cheat, use fake credentials or misrepresent themselves. In other words, as recruiters use AI
to improve and automate their processes, it’s also contributing to an environment mired in skepticismas it becomes more difficult to trust the signals recruiters rely on. Source: AI in Hiring Report, Greenhouse