The systems that ran a 20-person team were never built to carry 100. Xormed designs the people operations that let growing Indian companies scale — senior, hands-on, no jargon.
We design for your stage — not a Fortune 500. A 70-person company doesn't need a nine-band grading system; it needs a few things done well.
Who owns what, who decides what, and where accountability sits when something breaks at 6pm on a Friday. We map real reporting lines against real work and remove the queues.
An appraisal cycle managers actually trust — light quarterly check-ins, clear expectations, and no once-a-year ambush argued from memory.
A structured first two weeks so new joiners stop learning the job by interrupting whoever looks free — and stop leaving in month six.
Platform-agnostic rollout and a policy set people follow — because adoption six months later is the only success metric that counts.
You're never handed a binder and wished good luck. We build it with your team so it survives after we leave.
We sit with founders, managers and employees, review what exists, and find the real gaps — not the assumed ones.
A prioritised plan: fix now, fix later, quick wins. Not a 40-page deck — one clear page you'll actually use.
We design the pieces and stay hands-on until they're running — not just documented.
None is a crisis alone. Together they're a tax on your managers' time and your ability to hire the next fifty. Recognise three or more? Worth a conversation.
You work with people who've built HR functions inside scaling companies — not a junior with a template.
A 70-person company needs three things done well, not a Fortune-500 grading system.
A policy nobody follows is decoration. We measure success by what's actually used six months later.
If a problem needs a tool, not a consultant, we'll tell you. We turn down more work than we take.
I expected a framework. What I got was calm.
No pitch deck. Walk us through where you are; leave with two or three things worth fixing first — whether or not you hire us.
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