What HR managers say their tools don't do
20 product ideas, each derived from a public thread where HR managers described a problem their current software does not solve. Every entry quotes the practitioner and links the discussion, so you can judge the evidence yourself.
Ideas are cheap; fit is the deciding variable. Score any of these against your own background, competition, distribution, moat, and build cost.
Run a free scan →The ideas
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Manager coaching platform guiding structured conversations for problem employees.
to be told not just to go talk to the problem employee like a real adult but also how
Managers don't know how to address employee issues directly and rely on HR for basic coaching.
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HR intake system helping managers articulate needs before HR meetings.
"What do you hope for out of this conversation?" It's a good way to winnow out the venters
Managers come to HR without a clear objective, often just to vent, wasting HR's time.
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Incident reporting system ensuring timely, mandatory escalation of critical employee welfare issues.
A store reported to us that an associate made comments Sunday that they wished their previous suicide attempts were successful and they are ready to die. In true fashion, the store didn't report until
Critical employee welfare incidents, like suicide risk, are reported to HR with significant delays.
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Employee support portal outlining and facilitating access to EAP, LOA, and PTO benefits.
the company offers free mental health via EAP and as he had short term and long term disability plus PTO, we could even offer an LOA and he wouldn't be financially impacted.
Employees may not be fully aware of or easily able to access available mental health and leave resources.
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HR document management system enforcing naming conventions and preventing employee record duplication.
Docs in random folders, in drives for other departments, mislabeled, the same document duplicated over and over again.
HR documents are disorganized, mislabeled, duplicated, and stored in random locations.
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Workflow automation platform simplifying HR processes by reducing redundant steps and signature requirements.
EVERYTHING had a checklist that was like 5 pages long. Every single thing needed to be signed and countersigned by like 5 people.
HR processes are over-engineered with excessive checklists and unnecessary multiple signatures.
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HR data classification tool automatically segregating sensitive employee information like medical records and I-9s.
digging through this web to find all the employee docs and separating out things like medical information or correcting I-9s.
Sensitive employee data is mixed with general documents, making it hard to find and secure.
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Knowledge management system organizing HR processes and institutional knowledge for continuity.
The person who preceded me had no fucking idea what she was doing with HR... left behind a mess when she retired.
Lack of documented HR processes and institutional knowledge leads to chaos when staff leave.
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Resume analysis tool translating specialized corporate jargon into universally understood business terms for candidates.
Everything out of her mouth was some acronym, system, or process that was incomprehensible and unique to Amazon. Even the job titles, like “Water Spider” and “Problem Solver” seemed custom built to en
Candidates from unique corporate cultures use jargon that makes their experience incomprehensible to external interviewers.
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Interviewer assistant providing prompts to deconstruct specialized candidate experiences and jargon.
And it’s not like the manager and I were being passive. We gave every lifeline, asked many follow up questions, and did everything we could to understand their experienc
Interviewers struggle to understand and evaluate candidates whose experience is heavily tied to a specific organizational culture.
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AI customer support training platform rigorously testing AI agents before customer deployment.
The AI agent is NOT ready to handle the variety of calls we receive and needs a lot more work before it should be the main voice of UKG when you call.
AI customer support is being deployed prematurely, leading to poor customer experience and overwhelmed human teams.
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Vendor transparency dashboard monitoring and reporting changes in customer support models and service levels.
UKG is not being very transparent and I think you have a right to know.
Vendors are not transparent about significant changes to their customer support models, impacting users.
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Compliance workflow tool guiding HR through legal steps for background check red flags, like Fair Chance Act.
What’s the appropriate next step? - Is there a standard process for addressing pending charges? - Any guidance would be appreciated.
Uncertainty about how to handle pending felony charges post-offer, especially with specific state laws.
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Dynamic legal guidance database providing up-to-date HR compliance information for specific states and scenarios.
For HR professionals familiar with California’s hiring laws (especially Fair Chance Act compliance): What’s the appropriate next step?
Need to understand complex state-specific hiring laws for unusual background check results.
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Candidate motivation assessment tool helping recruiters evaluate underlying reasons for job changes, like commute.
Is a commute a reasonable reason to leave a job after a short time? My colleague and I disagree.
Disagreement within the recruiting team on how to interpret a candidate's reason for leaving (commute).
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Recruiter calibration platform standardizing candidate evaluation criteria and aligning teams on hiring decisions.
My colleague thinks 6 mo. Is bad regardless o[f reason].
Recruiters have differing opinions on candidate red flags, leading to internal disagreement.
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Risk assessment and protocol tool guiding HR on involving law enforcement for dangerous employee terminations.
can you reach out to local law enforcement based on just a gut feeling that an employee is dangerous.
can you reach out to local law enforcement based on just a gut feeling that an employee is dangerous.
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Offboarding management system automating safe return of personal effects for remote terminations.
I'm thinking of reaching back out and telling him we are just going to ship his personal effects back to him
I'm thinking of reaching back out and telling him we are just going to ship his personal effects back to him
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Compensation benchmarking platform providing salary data for HR roles by region and experience.
Interested in seeing what others in similar positions are making! Also, if you were to ask for a raise, what is the percentage range you would find appropriate?
Interested in seeing what others in similar positions are making! Also, if you were to ask for a raise, what is the percentage range you would find appropriate?
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Compliance knowledge base providing HR with state-specific worker protection information like Ban the Box.
When I explained this process as well as the various worker protections in our state (Ban the Box, etc.)
When I explained this process as well as the various worker protections in our state (Ban the Box, etc.)
None of these are validated. That is the point: pick the one where you already know the buyers, then test it.
Score one against your background →Frequently asked questions
Where do these HR managers ideas come from?
Each one is derived from a public discussion where HR managers described a problem their current tools do not solve. Every entry links the thread it came from and quotes the practitioner verbatim, so you can read the original before deciding whether the problem is real. The threads on this page were posted in August 2026.
Are these validated business ideas?
No. Each is a hypothesis derived from a discussion, not proof of demand, feasibility, or willingness to pay. A thread shows that someone felt a problem; it does not show that anyone will pay to have it solved. Where a thread named specific products, they are listed as starting points for competitive research, not as a complete market map.
How do I know which of these fits me?
Fit is the deciding variable, not the idea. The same idea can be a dead end for one person and an unfair advantage for another, depending on whether you already know the buyers and can reach them. Run a scan with your own background to see how these score on competition, distribution, moat, and build cost for you specifically.
Other markets
- Accountants: 7 ideas from their own threads.
- Agency owners: 15 ideas from their own threads.
- Attorneys: 20 ideas from their own threads.
- Consultants: 13 ideas from their own threads.
- Content creators: 12 ideas from their own threads.
- Dentists: 18 ideas from their own threads.
This page describes a market-research and idea-discovery tool. Nothing here is professional, legal, financial, or medical advice. Ideas in regulated spaces are marked, but the marking is not a compliance review: licensing, privacy, and liability rules vary by jurisdiction and change often. Verify current requirements before acting on anything on this page.