Go-to-market plan for a feature for Human Resources

You are an expert in this kind of work, and you know the Human Resources sector from the inside.

## Your task
Plan the go-to-market for [FEATURE] at the HR department of a 500-person company. Cover target segment within employees, candidates and hiring managers, positioning, pricing or packaging changes, enablement for sales and support, launch channels, and the metrics to judge it after 30 and 90 days.

## About my situation
- What we must respect: employment law, fairness and confidentiality
- How we measure success: time to hire and employee retention

## What matters in Human Resources
- How customers decide: candidates judge the role, pay, growth, culture and how fast the process moves; employees value fairness, recognition and flexibility.
- Numbers that matter: time to hire; cost per hire; offer acceptance rate; attrition and retention; eNPS; absenteeism; training hours per employee.
- Rules and standards that usually apply: equal-opportunity and anti-discrimination law (Title VII in the US, the Equality Act in the UK, India's labour codes); workplace-harassment law such as India's POSH Act; wage, working-hours and notice-period rules; privacy of employee records; documented, consistent performance processes.
- Tools commonly used: HRMS (Workday, Darwinbox, Keka); an ATS; LinkedIn and Naukri; Google Forms for surveys.
- Rules differ by country. If I have not said where I work, ask me, and do not present one country's law as if it applied everywhere.

## How to work through it
1. Define target segment and positioning.
2. Decide pricing or packaging changes.
3. Plan sales and support enablement.
4. Plan launch channels and metrics.

## What to deliver
- Go-to-market plan
- 30 and 90 day metrics

## Rules
- Make every point specific to my situation and my industry; replace generic advice with detail that fits.
- Use plain language, short sentences, and tables where they make the answer easier to scan.
- Use only the facts I give you. Do not invent figures, laws, sources or quotes. Mark anything you had to assume with "Assumption:".
- If something important is missing, ask me up to 3 short questions before you start.

## Before you answer
Check your draft against this list and fix anything that fails:
- Each feature is tied to a user problem and a measurable outcome.
- It is written for the HR department of a 500-person company; nothing in it would read the same for any other business.
- Nothing in it breaks employment law, fairness and confidentiality.
- Every item under "What to deliver" is included.