Our Services

Strategic people and culture design for startups scaling with intention. Choose a tier based on your stage, or start with a targeted sprint.

Tiers

Best for: Seed stage 5–25 employees

Establish the necessary infrastructure to support confident growth and move past ad-hoc, reactive People operations.

A compliant, professional baseline that enables confident, structured hiring.
A repeatable, efficient onboarding experience that accelerates new hire productivity.
Clear ownership of People Ops functions, freeing the founder from being the default helpdesk.

People Strategy Roadmap
Core Values defined and translated into Operating Rituals
Compliance foundation (including initial configuration of HRIS/ATS like Rippling, Gusto, Ashby) + essential Employee Handbook policies
Founder-to-Manager Handoff framework

4–6 weeks (or scoped longer if needed)

we'll confirm sprint scope

Best for: Series A 25–100 employees

Implement the systems and tools to ensure consistency, fairness, and clarity across the organization as you rapidly scale.

Employees clearly understand expectations, growth trajectories, and how promotions work.
Managers are equipped with a consistent, effective toolkit for performance management and feedback.
Compensation decisions become faster, more objective, clearer, and equitable.

8–12 weeks (varies based on the complexity and scope of the engagement)

we'll confirm sprint scope

Solve one specific pain point fast—with a defined scorecard and a final readout.

People Strategy Sprint (4–6 weeks)

Hiring Sprint: redesign interview process + scorecards + training Success measures: scorecard adoption, time-to-decision trend, candidate experience signal
Comp Sprint: salary bands + equity guidelines + offer principles + manager talking points Success measures: exception rate down, offer velocity up, clarity in comp decisions
Inclusion Sprint: inclusion diagnostic + 12-month roadmap + operating owners Success measures: movement in priority dimensions + action completion rate

we'll confirm sprint scope

Need senior People leadership but not full-time? We embed with your leadership team to run priorities, unblock decisions, and keep systems moving.

Owning your People roadmap + weekly operating cadence
Supporting hiring, manager coaching, and performance rhythms
Leading rollout of leveling/comp/process changes
Typical commitment: 8–15 hours/week (custom)
CTA: Request fractional availability

we'll confirm sprint scope

We're always looking for talented individuals to join our team. Send us your resume and we'll keep it on file for future opportunities.