Own HR Operations AI.

What you'd own.

Every artifact below transfers to your accounts on day one. The whole engine.

• ●Branded product landing page with email capture and demo booking flow
• ●Core MVP product architecture and AI agent design specification
• ●Unit economics model and 5-year financial projections
• ●Customer outreach playbook: email and LinkedIn sequences for 20 demos per month
• ●Founder persona and positioning for HR operations buyers
• ●List of 2000+ target accounts at 25-200 person companies
• ●Customer research and competitive positioning documentation

What Roll Digital builds for you.

Custom scope to take HR Operations AI from MVP shell to operating business.

• ▸Production backend on FastAPI with Postgres for data storage and multi-tenancy
• ▸HRIS integration framework supporting Gusto, ADP, Rippling, Greenhouse, Lever, and BambooHR
• ▸Stripe billing engine supporting monthly $150-250 per seat pricing and provisioning
• ▸Multi-tenant auth with email and Google OAuth sign-in and role management
• ▸Data normalization pipeline that maps HRIS fields and calculates retention metrics continuously
• ▸Customer success dashboard showing data coverage status and insights readiness timeline
• ▸Security compliance documentation and audit trail logging for PII and HIPAA requirements
• ▸Email alert system for retention risk signals and customer engagement automation

Why this could work.

The TAM is real and validated: 53,000 US SMBs spend $2,400 annually on hiring and retention analytics. Your GTM targets a known buyer persona with a proven motion: outbound to People Ops leads converts to 20 demos monthly. At $200 average monthly revenue per customer and closing 4-6 monthly, you hit profitability at 30-40 customers. The product solves a painful problem that gets worse as companies scale past 50 employees.

What you'd risk.

New customers churn silently in months 1-6 while waiting for historical data to become meaningful. HRIS fragmentation means each customer integration is unpredictable work, and a broken pipeline kills credibility instantly. HR buyers move slowly: expect 60 day sales cycles, legal sign-offs, and sudden deal freezes over PII concerns. Year one likely runs negative even if you hit ARR targets.

Who this fits.

An operator with existing HR or People Ops credibility: a former HRIS consultant, HR operations manager, or talent operations agency founder. You need patience for 60 day sales cycles and comfort managing long customer onboarding. Technical depth helps but is secondary to your ability to sell to and support risk-averse HR teams through a 6-12 month value realization window.

Timeline.

From contract signing to operating business.

1. Day 1
   Receive product MVP, GTM playbook, and customer list
2. Week 1
   Deploy production backend and customer onboarding infrastructure
3. Week 3
   Integrate first two HRIS platforms and test data pipeline
4. Week 6
   Launch customer success dashboard and begin outbound GTM
5. Day 90
   Reach product market fit metrics or identify required pivots

Pricing.

Three ways in, depending on how much you want to build yourself.