Answer from the current handbook
Employees get a source-labelled answer from approved material, with a clear response when the policy is missing or uncertain.
People operations / policy and onboarding
HR should answer policy questions, not repeat the handbook.
We set up a private assistant over approved HR policies, onboarding material, and role guidance. It answers with sources, prepares drafts, and routes unusual cases to an HR person. It does not make employment decisions.
Policy sourcesRole boundariesDrafts onlyClient-owned accounts
Pattern demonstration / not an HR deployment
The recurring HR work
Make the approved answer findable.
The value is not replacing HR judgment. It is reducing the repeat explanation around the decisions only HR can make.
Prepare the first week
Turn role guides, checklists, and internal instructions into a draft onboarding pack for the person responsible for the welcome.
Separate the exception
Route a case that needs a human decision instead of presenting a generic answer as employment advice.
The boundary matters
A policy assistant is not an automated HR officer.
Start with approved material
Handbooks, role guides, leave policies, onboarding checklists, and process notes are a safer first corpus than every employee record.
Keep sensitive records scoped
HR, managers, and employees may need different access. The data path and permissions are agreed before sensitive intake.
Keep people accountable
Hiring, discipline, payroll, performance, and employment decisions stay with qualified people and the client's advisers.
A defensible first deployment
The source comes before the answer.
Choose the policy corpus
Name the current documents, their owners, update dates, and the questions employees actually ask.
Define the employee boundary
Separate public policy answers, manager guidance, HR-only material, and records that should not enter the first pilot.
Test known questions
Review answers for source accuracy, outdated material, unsupported cases, and the right escalation language.
Hand over the system
Give the administrator the accounts, runbook, test record, known limitations, and update procedure.
The assistant can make the policy easier to use. It cannot make a difficult employment decision safe by itself.
Pricing / fixed scope
Know the starting numbers before you ask.
The final quote follows the workflow. Infrastructure and model bills stay on your accounts.
One Workflow
Starting from$3,500 / ₦2.5m
2 to 3 weeksOne workflow for a small team, with training and handover.
See the one-workflow packageFirm-wide
Starting from$7,500 / ₦8m
4 to 6 weeksMultiple sources, roles, integrations, and admin handover.
See the deploymentAnnual support
Starting from$3,000 / ₦1.5m
per yearStandard care for one delivered workflow. Optional. Larger deployments and active monitoring are separately scoped.
See supportArchitecture review from $500. Standard annual support is $3,000 / ₦1.5m per year for one delivered workflow. New workflows, integrations, active monitoring, and infrastructure are separately scoped; infrastructure, model, storage, and messaging bills stay on client accounts. Full pricing and what changes the quote
Why trust Pristine3D?
We build and operate production software.
Pristine3D Ltd builds and operates live digital products, and we run private AI workflows internally as part of our own operations. We scope around your real workflow: the documents you own, the questions your team asks, and the access boundary you approve. Based in Lagos, Nigeria, we work remotely with clients worldwide.
We already run live products
Based in Lagos, Nigeria, Pristine3D currently builds and operates smartcards.ng, venu.ng, photoshoot.ng, and ugc.ng in production.
We start with the actual workflow
One input, one output, one test set, and one person who owns the result. We scope a real workflow instead of a transformation programme.
The boundary stays visible
Cloud, model, storage, and messaging accounts stay in your name. The chosen data path, access rules, test record, documentation, and training are part of the agreed scope.
Straight answers
Common questions.
Can it answer employee questions directly?
It can answer approved policy questions through a private interface or an agreed channel. Questions outside the source material should be marked for HR review.
Can it make hiring or disciplinary decisions?
No. Those are high-risk decisions that require qualified people, appropriate controls, and the client's own legal and privacy review.
Should we upload employee records first?
No. Start with a defined policy or onboarding corpus. Sensitive records need an agreed data path, access model, secure transfer process, and scoped purpose.
Own your knowledge base
The model is not the product. The knowledge base is.
Documents, the retrieval index, access rules, and the workflows built around them are the asset, and they compound. We deploy so the knowledge base stays yours: on your accounts, in the environment you choose, under access rules your team defines. The model behind the answers is a connector, so the knowledge base moves with you, not with a vendor.
Your corpus, your index
The document store, metadata, and retrieval setup live on accounts you own. No vendor holds the corpus.
Models are swappable parts
Change the model provider, move regions, or go local without rebuilding the knowledge base or the workflow.
The knowledge base is the alpha
Every improvement to the corpus improves the answers, and the improvement stays with you, not with a vendor.
Keep exploring
Related setups.
Start with the handbook
Which HR questions keep returning?
Tell us the policy source, the employee group, and the question that should become easier to answer.