Three colleagues reviewing a position definition on a laptop

How it works

Six stages. One system. Nothing dropped between them.

You chat with Amy about what the job needs to get done. She writes the position, fills it, onboards the hire and checks at day 90 whether it worked.

Watch Amy build a position●Search for a Certified Fractional Partner
Three AI agents. You chat with Amy. Aryah and Sammy work behind the scenes.
AmyYour AI point of contactAryahSources the candidatesSammyTakes care of onboarding

One definition, six stages

See for yourself how a position becomes predictable

Written at the business need, then used at every stage through the day 90 check.

01
A
ArticulateAmy

You chat with Amy about what the job needs to get done. She turns that into the position and writes the posting, the interview plan, the guidance, the scorecards and the questions, then prepares your interview team.

15 minutes from you. About 16 hours of work back.

Feeling overwhelmed? A Certified Partner can walk you through it, or you can do it on your own.

Position profile · Enterprise AEAmy
✓Own 12 enterprise accounts
✓Build $400K in pipeline
Job post ready to publish
02
A
FindAryah

Amy passes the position to Aryah, who goes looking for people who match it. No waiting for applicants.

Add-on, from $50 a month.

Sourced for you12 new
MRMaya R.
DODaniel O.
PSPriya S.
03
A
HireAmy

Every applicant is screened against the position. You interview the shortlist and pick the right candidate.

Feeling overwhelmed? A Certified Partner can walk you through it, or you can do it on your own.

ShortlistYou decide
MRMaya R.
PSPriya S.
Make offer
04
S
OnboardSammy

Amy hands the hire to Sammy, who runs the first ninety days against the same position.

No onboarding spreadsheet to track who does what.

First 90 days · Maya R.Sammy
✓Week 1: accounts and tools
✓Week 4: pipeline review
Week 8: first close
05
S
ManageSammy

This is the performance side, and Sammy runs it. The manager gets the plan, the check-ins, the 1:1 agendas and answers to the everyday questions, all measured against the position Amy wrote.

A separate performance tool is a thing you no longer need.

Manager check-inSammy
✓1:1 agenda drafted
✓Ramp on track
Coaching note: pipeline hygiene
06
↻
LearnThe system

At day 90 the hire is checked against the position you wrote. The system learns from the answer, and that shapes the next position.

Day 90 · Maya R.On track
✓Own 12 enterprise accounts Met
✓Build $400K in pipeline Met
Close the first two deals 1 of 2

The arithmetic

Where the sixteen hours goes.

This is our own count, not a study. It is the prework for one position done properly by hand, which is what Amy produces in about fifteen minutes.

  • Writing the position as ninety day outcomes3
  • The job post2
  • The interview plan, and who runs each stage3
  • The question set, the same for every candidate3
  • The scoring rubric2
  • Briefing the interview team3
  • Total, per position16

The loop, in detail

One definition. Six stages. Two decisions are yours.

You make two decisions: what the job needs to get done, and who to hire from the shortlist. Nu|Erraa executes everything in between, all of it against the one position Amy writes from your first answer.

Scroll sideways to see the whole loop.

WRITTEN ONCE One definition of the position. Used at every stage. Never retyped. 01 AMY Articulate You chat. Amy writes it all. Position, job post, scorecard. YOUR JOB · 1 OF 2 02 ARYAH Find Candidates who fit the position Each one scored Add-on 03 AMY Hire Every applicant scored A shortlist, with reasons YOUR JOB · 2 OF 2 04 SAMMY Onboard A 90-day plan Week-by-week milestones 05 SAMMY Manage Check-in agendas Answers for the manager 06 THE SYSTEM Learn Met or missed, target by target Feeds the next position WHO RUNS IT Amy Aryah Sammy The system YOUR JOB the only two that need you
Every stage works from the same position at the centre. The two badges are where the work waits for you.

What is yours, what is theirs

You make two decisions. Nu|Erraa executes.

You say what the job needs to get done, and you pick who to hire from the shortlist. Writing the position, the posting, the sourcing, the screening, the scoring, the onboarding plan, the manager coaching and the day 90 check all run without you. The software does not choose the hire.

Who is holding it

The six stages are the same whether you are a founder doing your own hiring, a platform lead across twenty portfolio companies, or a fractional People leader with four clients. What changes is who carries them.

Read the use cases →

What is at stake

You hire to get something done. Almost nobody checks whether it happened.

33%

of base pay is what it costs to replace someone.

Work Institute, 2025 Retention Report, 14,215 US exit interviews
20%

of organizations measure quality of hire at all, down from 27% in 2022.

SHRM, 2025 Recruiting Executives Benchmarking, 2,371 US organizations

Common questions

What people ask before they buy.

If the category itself is the question, read what a talent operating system is and how it differs from an applicant tracking system or an HRIS.

Do we keep our applicant tracking system?

No. Nu|Erraa is used instead of one. Under fifty people an applicant tracking system advertises from about $400 a month and lands nearer $700 once the features you wanted are switched on, with sourcing and performance billed separately on top. Nu|Erraa starts before the requisition exists, with what the job needs to get done, stays with the hire through the first ninety days, and is one bill.

What about our payroll and HRIS?

Keep them. The applicant tracking system is the one you drop. We write the position before anything reaches payroll or the HRIS, and hand the hire over once they start.

Where does Aryah look for candidates?

In your own channels. You connect Indeed, LinkedIn and wherever else you post, and Aryah searches them against the position Amy wrote rather than keywords in a title, so she is looking for someone who can do the job, not someone whose CV resembles the posting. Every candidate comes back scored against that position. At $50 a month you are not buying another database. You are getting the ones you already pay for, used properly.

What if the position changes halfway through the hire?

Tell Amy in the chat. She adjusts the position, and Aryah sources against the new version from there. You do not start the hire again.

How many positions can we run at once?

As many as you need. There is no cap, and the price does not change with the number. You pay by how many people work at your company.

What are Amy, Aryah and Sammy?

Three AI agents, not three people you hire. Amy is the one you chat with: you give her what the job needs to get done and she writes the position and runs the hiring. Aryah and Sammy work behind her, Aryah finding candidates and Sammy running onboarding and performance after the hire. You do not have to manage the three of them.

Who is it for?

Companies under a hundred people, where hiring lands on the founder or on a first People hire carrying the whole function.

How long does setup take?

You can define a real position in your first chat with Amy. Setup and migration are included, with no implementation fee.

Next

See what it costs.

Published by company size, from $495 a month. Setup and migration included.

See pricingWatch Amy build a position