M2 People Strategy M² People Strategy
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Strategic people and culture design for startups scaling with intention. Choose a tier based on your stage, or start with a targeted sprint.

Tiers

Tier 1: Foundations First

Best for: Seed stage 5–25 employees

  • Goal: Stop winging it and build the infrastructure for growth.
  • Why now: You’ve moved past the “hiring friends” phase. You need to get compliant, get organized, and get the admin burden off the founder’s plate—without killing the startup vibe.

Outcomes

  • A professional, compliant baseline that supports confident hiring
  • A repeatable onboarding experience that makes new hires productive faster
  • Clear ownership so the founder isn’t the default People Ops helpdesk

Timeline +
what we need from you

Typical timeline: 4–6 weeks (or scoped longer if needed)
You’ll provide: roles list/org chart, any existing policies/docs, tool access (if applicable), 1 primary sponsor to unblock decisions

What we deliver

  • People Strategy Roadmap: a prioritized 90-day plan with owners and sequencing
  • Core Values → Operating Rituals: values translated into behaviors, meeting norms, and decision principles
  • First 90 Days Experience: 30/60/90 templates + manager checklist + new hire journey map
  • Compliance + Tech Stack Setup: HRIS/ATS selection + initial configuration (e.g., Rippling, Gusto, Ashby) + essential handbook policies
  • Founder-to-Manager Handoff: lightweight operating model for people decisions, escalation paths, and internal comms rhythms

Success Assessment Framework

Baseline (Week 1): current-state audit + risk scan + founder pain points
Scorecard targets (Week 2): defined with you, tied to adoption + clarity

Success scorecard
  • Compliance baseline in place (policies + documentation)
  • Onboarding adoption: % of new hires with 30/60/90 plan by Day 7
  • Founder offload: % people-ops issues resolved without founder involvement
  • Hiring consistency (if hiring): scorecard usage rate across interviews
  • Ramp confidence: manager-rated ramp signal at Day 30/60 (trend line)
CTA: Book a consult → we’ll confirm scope and timeline.

FAQ

What if we have no HRIS yet? details
What if we’re hiring while we do this? details
How much founder time does this take? details
What happens after the engagement ends? details

Addons

The Modular Sprint

Not ready for a full tier? Try a Strategy Sprint (4–6 weeks)

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

Choose a sprint:

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

Book a consult -- we'll confirm sprint scope.

Fractional Support

Fractional Head of People (lightweight, embedded support)

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

Common uses :
  • 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

Book a consult -- we'll confirm sprint scope.

Don't see a position that fits your skills?

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.

Contact Us