AI-native companies

HR for AI startups competing for the scarcest talent in tech.

AI-native companies hire into the most expensive talent market there is, often with technical founders managing for the first time. The people system has to keep up: comp that is defensible, leveling that distinguishes research from engineering, and managers who can actually manage.

At Zest AI, an AI/ML underwriting company, Mona Dhillon designed the comp philosophy and benchmarking for scarce AI/ML talent and built the succession framework that developed internal talent into the Head of ML and CTO roles.

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What we build

Comp bands and equity guidelines benchmarked for ML, research and infra roles
Leveling that separates research and engineering tracks and the IC and manager paths
Manager basics for technical founders: 1:1s, feedback, performance, hiring decisions
An AI usage policy for employees, and HR processes that use AI responsibly
Hiring processes and loops that hold the bar while moving fast

Frequently asked questions

Can you write our employee AI use policy?

Yes. We draft an AI usage policy that covers approved tools, data handling, confidentiality and review, and roll it out with manager guidance. At Ubiquity, Mona's AI adoption pilots formed the basis of the company-wide AI usage policy.

Do you handle hiring rules for AI tools used in recruiting?

We help you inventory AI tools used in hiring and set up the process for jurisdictions that regulate them, such as New York City's Local Law 144 bias-audit requirement, working with your counsel.

Next step

Get a fit read and a starting scope within one business day.

HR Foundations Sprint $4,500 fixed · Head of People from $4,000/mo · Fractional CHRO from $8,000/mo.

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