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How we work

"Where do we even start?"

It's the most honest question founders ask us — so here's exactly how an engagement runs. No mystery, no 40-page deck.

Week 1–2

Audit

We sit with founders, managers and a few employees, and review what actually exists — policies, org chart, appraisal history, HRMS setup. We surface the real gaps, not the assumed ones.

Week 3

Roadmap

You get a prioritised plan: what to fix now, what can wait, what's a quick win. One clear page you'll actually use — not a binder.

Then

Build

We design the pieces — performance framework, onboarding flow, policy set, HRMS rollout — and stay hands-on until they're running, not just written down.

We build it with your team, so it survives after we leave. Adoption six months later is the only success metric we care about.

Principles

What we don't bend on

Senior on every engagement

No junior with a template. HR transformation done half-way is worse than not done at all.

Design for your stage

Three things done well beat a Fortune-500 system a growing team can't run.

Adoption over documentation

A policy nobody follows is decoration. We measure what's used, not what's filed.

Lean and honest

If you need a tool, not a consultant, we'll say so — and we turn down more work than we take.

Questions founders ask

Before you book a call

How much of our team's time does this take?
The audit needs a few hours across two weeks — a couple of conversations with founders and managers, and access to what exists today. The build is designed to fit around your team, not stop it.
Isn't a 60-person company too small for HR consulting?
It's the opposite — this is exactly the stage where the design gap appears. We build for 30–200-person teams and deliberately right-size everything to that stage.
Do we have to replace our HRMS?
No. We're platform-agnostic. If your current HRMS is fine, we design the processes around it. If it isn't, we'll help you choose — but the tool is never the point on its own.
What does an engagement typically cost, and how long?
Most run around eight weeks from audit to running systems, scoped to what you actually need. The free audit call is where we agree scope and give you an honest range — no obligation.
What do we get from the free audit if we don't hire you?
Two or three concrete things worth fixing first, in your own context. Founders tell us the conversation is useful on its own — that's the point.

Start with the audit

Forty-five minutes, no pitch deck. It's the same conversation that starts most of our engagements.

Book a free HR audit →