Most engagements start with one of these and pick up the others as the company changes. Nothing is sold on its own if it doesn't need to be.
We help companies draw the org chart they actually need — roles, reporting lines and hiring plan, written down so the team can refer to it.
A second opinion on how the people side is running — what is working, what is costing you time, and what to change first.
The day-to-day work — onboarding, contracts, leave, internal communication. Kept quietly in the background so the team can get on with theirs.
When founders or directors need someone to keep the moving parts together — vendors, schedules, decisions, follow-ups.
Plain documents, not slide decks. Below is what usually ends up on someone's drive after we leave.
One page. Who reports to whom, who decides what, where the gaps are.
Short, written in the first person. Skills, scope and what success looks like in the first six months.
What a new hire does on day one, week one and month one — by role, not generic.
Twelve months of expected roles, tied to budget and timing.
How recurring decisions get made — salary reviews, performance conversations, contract questions.
One page per recurring workflow. Leave, expenses, equipment, the things that come up monthly.
One of these usually fits. If none of them do, we'll say so on the first call.
Fixed scope, fixed fee, fixed end date. Usually six to ten weeks. Most clients start here.
A monthly arrangement where we run part of the HR function. Sized to the team. Cancel with 30 days' notice.
A small monthly fee that gets you a response within a day when something comes up. No project running, just there when needed.