We work across the people-operations stack. Most engagements start with one or two of these and grow from there. You choose the depth; we bring the seniority.
Map real reporting lines against real work. Find the roles quietly doing three jobs and the decisions stuck in a queue. The output isn't a prettier chart — it's managers who know their scope and a structure that can take the next forty hires.
A cycle people trust: clear expectations, light quarterly check-ins written down, and reviews that stop being an annual ambush argued from memory. Built to your stage, not a nine-band grid.
A structured first two weeks so new joiners stop learning by interruption. Explicit ownership so three people don't quietly assume the same responsibility — the quiet cause of month-six attrition.
Platform-agnostic. We help you pick the right HRMS for your size, then design the processes around it — how leave really gets approved, what an offer workflow looks like, who owns the data — so adoption actually happens.
A clear, consistent policy set that answers the questions currently handled in DMs three different ways. Written to be used, not to sit in an inbox.
Sensible bands and a fair, explainable pay structure — enough rigour to be defensible, light enough for a growing team to run without a comp specialist.
Goal-setting that connects the company's direction to what a manager actually reviews — without turning every quarter into a spreadsheet ritual nobody reads.
Practical L&D, culture that's defined rather than assumed, and the two or three people metrics worth tracking — so decisions rest on data, not vibes.
Somewhere between 30 and 200 people in India, where hiring has outrun the way you manage people.
You've become the escalation point for every people question and want your attention back for the business.
One or two HR people holding it together who need senior design, not another junior with a template.
Vendors whose customers stall at implementation, where a people-ops partner earns its keep.
That's exactly what the free audit is for. We'll tell you what to fix first — even if it isn't us.
Book a free HR audit →