I'm an Assistant Team Lead in onboarding & compliance at a US staffing firm managing federal contracts across multiple states (NJ, FL, IRS, PA). Five years of doing this job taught me one thing: most of the work is stuff machines should do. Last year, I got frustrated enough to figure it out. Built three production systems without a computer science degree: - COPA Dashboard: Real-time compliance intelligence tracking 8 risk dimensions (TB tests, physical exams, licensing, background checks, E-Verify, work authorization) across 1,200+ active employees. Clients see which candidates are at risk of missing deadlines before it becomes a crisis. - Onboarding Intelligence System: Email-triggered risk scoring. When a new hire comes in, it automatically flags whether they're at risk of dropping out, missing compliance, or requiring escalation. Accuracy on a 100-person sample: 87% hit rate on at-risk predictions. - Compliance Automation: Automated reconciliation of DSR, E-Verify, ESCO, and background check data across 5 different vendor systems. Eliminated 80% of manual data-matching work. Result: pendency resolution time dropped from 14 days to 4 days. No new headcount. No expensive enterprise software purchases. Here's what I realized: I'd accidentally developed a skill most ops people need but can't access — the ability to direct AI tools (Claude Code, Cursor, n8n) to solve real operational problems without hiring engineers. I'm opening 3 consulting slots this quarter for ops/HR/admin professionals who think "there has to be a better way" but don't know where to start. What happens on a call: you bring one workflow that wastes your time. We spend 30 minutes analyzing it. You leave knowing: (a) is it automatable today, (b) what would it cost, (c) what tools to use, (d) how to start. No sales pitch. No software upsell. Just an ops person telling you what's actually possible.