Four digital workers, one expert in the loop, and an operation that never stops running.

Sales & marketing

Intake

Hiring

Operations

Onboarding interview

Your workers interview you: the firm, the roles, the bar, the way you work.

Connect your data sources

Candidate pipeline, jobs, branding, content and workspaces. The workers learn how your business actually runs, so nothing starts from a blank page again.

A forward-deployed operator runs it with you

This is the done-with-you part, and the reason it does not go quiet in five weeks. Your expert-in-the-loop owns the output while the workers carry the volume: shortlists from Sara, SOPs from Ted, outbound from Mark, first contact from Ira. Once the function runs clean the routine stays with the workers, and your COO-in-the-loop keeps the judgment calls.

• ·Everything in Solo
• ·Up to 5 users
• ·Unlimited roles live at once
• ·Higher monthly credits
• ·More reception minutes and outbound credits
• ·Background tasks
• ·Sourcing dispatch
• ·Interview & meeting listen-in
• ·Agency Mode
• ·Up to 5 connections

Fractional COO

TalentOS is a fractional services COO: an operator who systematizes a service business's operations, with AI at the core, four digital workers, and an expert in the loop. Every service business runs on the same four functions: sales and marketing, intake, hiring, and operations. A digital worker owns each one. TalentOS is the system underneath them, holding the rubrics, SOPs, candidate history and intake rules that a small business normally loses every time somebody leaves. It is what you keep when the engagement ends.

A digital worker is an AI agent that owns a business function end-to-end rather than autocompleting text. It uses your tools, keeps long-term memory, runs background tasks, produces saved artifacts and report visualizations, and hands decisions to humans. TalentOS is the OS for AI workers.

Four, one per function, and all four are live. Mark owns sales and marketing: outbound and follow-up on the list you already have, in your voice and against your ICP. Ira owns intake: answering, qualifying and routing new work the hour it arrives, to rules you set rather than a phone tree. Sara owns hiring: sourcing, screening and scoring candidates, citing the source document word for word for every rating. Ted owns operations: living SOPs, process answers, onboarding plans and background research. An expert-in-the-loop stays accountable for what all four produce.

An expert in the loop is a named human who owns what the AI produces rather than supervising it in theory. Most AI fails in a service business for one boring reason: nobody owns it. It gets bought, gets a login, and goes quiet in five weeks. TalentOS ships that person alongside the software as a forward-deployed operator, meaning they work inside your business rather than advising it from outside. On a Fractional COO engagement they run one of your four functions directly for about ninety days with AI carrying the volume, then the routine moves to the digital worker while they stay on as your COO-in-the-loop for the judgment calls. It is done-with-you rather than done-for-you, and the system it all runs on is yours to keep.

Every worker is built so its output can be audited rather than trusted. Sara cites the source document word for word for every rating, and caps the score instead of guessing when the evidence is not there. Ted's SOPs are versioned and review-gated, so a change arrives as a proposal with a changelog and only applies once a human approves it. Mark writes from your own SOPs, wins and knowledge base rather than inventing claims about your business. Ira runs to the intake rules you set and records what the caller actually said. That is an epistemic guarantee rather than a marketing one: you can open the work and check it against the source. Bring a real role or a real call to a demo and check it yourself.

Mark is your AI outbound manager. He works the list you already have, meaning past clients, quotes that never closed and referral sources who have not heard from you in a year. He writes against your ICP and in your voice, drawing on your own SOPs, wins and knowledge base rather than starting from a blank page, and he sequences follow-up so nothing goes quiet after the first email. Campaigns and content come off the same libraries the other three workers read and write. He brings you the reply; the judgment call stays with you.

Ira is your AI receptionist. She answers, qualifies and routes new work the hour it arrives, running to the intake rules you set rather than a phone tree. She captures the ask, the fit and the urgency on first contact, books straight into the calendar with the notes already attached, and flags a bad-fit enquiry before it becomes a bad-fit client. In a law firm that is the new matter that would otherwise have reached voicemail during a hearing. In a dental practice it is the new-patient call that arrives mid-procedure. In a trades business it is the 4:47 Friday call that never appears in a report.

Sara analyzes every candidate against your actual job description across experience, education, skills, and custom criteria you set in plain English. Every analysis cites verbatim resume quotes that the system verifies word for word, and unverifiable evidence caps the rating rather than passing quietly. You get fit buckets rather than false-precision percentages, red and green flags, and a recommendation you can defend. She also sources against a role brief, rediscovers past applicants who match a role you are filling now, and runs pipeline analysis, screening scorecards and custom boards.

Ted turns notes, a transcript or an old document into a structured SOP and keeps it current as a living, versioned record. He listens in on meetings with speaker awareness, answers how a task is done, who owns it and where it lives, and builds week-by-week onboarding plans running from before day one through 30/60/90. He also researches a topic in the background from vetted sources and posts a cited brief. Updates are review-gated: Ted proposes the change with a changelog, and a human approves it before it applies. New hires ask Ted instead of interrupting your senior people.

TalentOS connects to the tools a service business already runs on: Google Workspace including Gmail and Drive, Microsoft 365 including Outlook, Notion, Slack, Twilio, Apollo and FullEnrich. Candidates, prospects and applicants flow in, and answers flow back where your team already talks. Plans differ in how many connections you run at once: up to 3 on Solo, up to 5 on Team, and unlimited on Suite. Suite also adds custom integrations, and a one-time integration fee covers bespoke work on any plan.

Pricing is monthly. There is no annual plan. Solo is $100/month for a single user and Team is $400/month for up to five, and both start on 500 free credits. Every plan includes all four digital workers, so what changes between them is volume rather than access. Suite adds custom integrations, SSO and enterprise readiness on a custom quote. Fractional COO runs from $5,000/month on a 3-month minimum and puts a forward-deployed operator in charge of one of your functions for about 90 days, with AI carrying the volume, before the routine moves to the worker. Add-on credits and a one-time integration fee are available per request.

Posting is free and every post is human-reviewed before it goes live. What your plan sets is how many roles you can have live at the same time, not how many you can post. Free runs one live role at a time: close or expire it and the next one goes up, so you can move an unlimited number of roles through the board over time. Solo runs up to 5 roles live at once, and Team and Suite are unlimited. Each post runs 45 days.

Service businesses with roughly 5 to 50 people: law firms, IT services and MSPs, medical and dental practices, and maintenance, trades and field services. What they share is that they sell time and expertise, they are owner-dependent, and their operations run reactively rather than by design. They are rarely short of demand. They are short of the ability to absorb it.

For most firms it becomes the system of record. Firms on an existing applicant tracking system keep it, because TalentOS syncs jobs and candidates and adds the intelligence layer on top. Staffing agencies get Agency Mode: submit candidates into client pipelines behind a hard privacy wall.

Your data shapes your firm's rubrics and knowledge base only, and it is never used to train models for other customers. Integration tokens are encrypted at rest, updates are human-approved, and Suite plans include a security review.