The people and ops function for growing teams.
Operations audits, workflow redesign, org design, performance systems, comp and benefits, and fractional HR for teams outgrowing the founder-led phase.
Request an ops auditYou're probably here because something stopped scaling.
Decisions are bottlenecking at the top. You're still in every approval and it's slowing the business.
Your people are your biggest expense and your biggest mystery. Comp, retention, and performance all feel improvised.
You've outgrown the tools and processes that got you here, and switching them feels like surgery.
Your managers aren't managing. They were promoted from ICs and nobody ever trained them.
Your turnover is quietly creeping up. Exit interviews say the same three things.
You're about to take on new capital or open a new market and the org can't handle it in its current shape.
Diagnose. Design. Deploy.
Diagnose
We audit your ops, org structure, and people systems. We identify what's actually breaking, not what's loudest.
Design
We redesign workflows, roles, performance systems, and comp structures around your real constraints, not a generic playbook.
Deploy
We implement alongside your team and stay until the change sticks. Fractional HR ownership, project-based work, or advisory retainers.
Services for teams past the founder-led phase.
Operations Audit & Roadmap
For: Leadership teams who know something's off but can't isolate what.
What we do: A four to six week assessment across operations, tools, reporting, and team structure. Stakeholder interviews, process shadowing, and data analysis. We deliver a prioritized roadmap of what to fix, in what order, and what to leave alone.
Outcome: You stop debating “what's wrong” and start executing a sequenced fix.
Workflow & Process Redesign
For: Teams where specific processes (onboarding, approvals, handoffs, reporting) are visibly broken.
What we do: Current-state mapping, friction analysis, a redesigned process, tool and documentation changes, and a rollout plan built with the affected teams.
Outcome: The process works without the workaround everyone invented.
Org Structure & Retention Strategy
For: Leaders whose team has doubled and whose org chart hasn't caught up.
What we do: Current org analysis, role and span-of-control review, a redesigned structure with clear reporting lines and decision rights, a retention risk assessment, and a communication plan for the change.
Outcome: The structure matches the size of the business you are now, not the one you were.
Performance Management Systems
For: Teams where reviews are inconsistent, managers dread them, and employees don't trust them.
What we do: A performance framework redesign, manager training, review cadence and templates, a calibration process, and improvement-plan templates. Lightweight enough to run, rigorous enough to defend.
Outcome: Reviews that actually develop people and identify issues early.
Talent, Compensation & Benefits Design
For: Teams whose comp grew organically and is now inequitable, unmarketable, or both.
What we do: Market benchmarking, internal equity analysis, a redesigned comp philosophy and bands, a benefits review, and a communication plan for any changes.
Outcome: Comp you can defend, explain, and use as a hiring and retention tool.
Terminations & Offboarding
For: Leadership teams handling a difficult termination, a reduction in force, or a pattern of messy exits.
What we do: A decision framework, coordination with employment counsel, script and communication design, severance and benefits guidance, team communication, and offboarding documentation.
Outcome: Exits handled with legal care and human dignity, minimizing downstream risk.
Fractional HR Support
For: Businesses that aren't ready for a full-time Head of HR but need the function to actually exist.
What we do: Ongoing fractional HR ownership. Policy, compliance coordination, manager coaching, employee relations, HRIS and tool oversight, and benefits administration liaison.
Outcome: A real HR function at a fraction of the cost, without hiring the wrong senior person.
Recruitment & Placements
For: Teams hiring for senior or specialized roles where the evaluation is hard.
What we do: Sourcing, structured evaluation, closing, and onboarding planning for specific roles.
Outcome: Hires that actually stick past month three.
How big is a “growing team”?
Most of our work here is with teams of roughly twenty to two hundred people, but the stage matters more than the headcount. If the founder or CEO is still the default escalation for every people and ops question, we can probably help.
How is this different from a traditional HR consultant?
Traditional HR consultants deliver documents. We diagnose the actual business problem and stay through implementation. We also bring an operations lens, which most HR consultants don't.
What does this cost?
A Foundation project starts at $3,500, and ongoing ops or fractional support starts at $1,500 a month. The entry point is a fixed $500 Diagnostic that tells you what to prioritize. Scoped builds are quoted per engagement, because the scope genuinely varies, and you get a real number in a written proposal, not a guess on the page.
Can you work with our existing HR person?
Yes. Most of our work augments existing teams rather than replacing them. We're often the strategic layer above or alongside an ops-focused HR generalist.
Do you handle compliance work?
We coordinate compliance but we don't replace your employment counsel. For anything legal (classification, terminations, multi-state compliance, leave policies), we work alongside your lawyers, not in place of them.
Start with an intro call.
We'll spend forty-five minutes understanding where your ops and people function actually is, and tell you what we'd prioritize. No obligation to engage after.
Request an intro call