Startups & Scaleups

Build the People foundation before growth makes it painful.

Your startup needs HR. It probably doesn't need a full-time CHRO yet. We build the foundation, then run it until you're ready to hire.

Tell us where it hurts

The idea

Companies accumulate People debt the same way they accumulate technical debt.

Decisions that are easy to postpone at 30 employees — compensation, management expectations, performance, HR infrastructure and organizational design — become significantly harder at 100. Interest compounds quietly: inconsistent pay, managers without structure, processes that only work because one person remembers them.

We build the foundation before that bill comes due — and we stay long enough to see it working.

Where you are

What each stage actually needs

10–30 employees

Build the basics

Employment essentials, contracts, payroll, onboarding and the first policies that won't need undoing.

30–75

Create consistency

Compensation bands, hiring process, manager expectations and a real HR system of record.

75–150

Scalable systems

Performance cycles, leadership capability, People data and international employment structure.

150–300

Professionalize

A People operating model, specialist roles, workforce planning and executive-level People strategy.

Flagship engagement

People Foundation Build

A structured 60–90 day engagement that takes your People function from reactive to deliberate. We assess twelve areas, agree what matters for your next stage, build it with you, and hand it over to your team.

HR infrastructure
Employment risk
Compensation
Hiring
Onboarding
Performance
Management capability
HR technology
Policies
Organization design
Workforce planning
People metrics

Assess

Prioritize

Build

Transfer

Going international

Hiring your first U.S. employee?

International growth is where startups often over-invest too early or under-prepare and pay later. We help you choose the right U.S. employment model, set up payroll and benefits, and stay compliant — without building a U.S. HR department before you need one.

Startups & scaleups: first U.S. hire

Minimum viable U.S. People infrastructure for your first one or two American hires: EOR, contractor or entity, plus payroll, benefits and a handbook that fits your stage.

See U.S. Employment for startups →

European companies hiring U.S. employees

EU and international companies expanding into the U.S.: EOR vs entity, multi-state compliance, benefits and a managed U.S. People function.

See EU → U.S. Hiring support →

Fractional People Leadership

An experienced People leader joins the business on a fractional basis and owns the People agenda. Ideal for companies that have outgrown founder-led HR but aren't ready for a full-time VP People.

Explore Fractional People Leadership →

Managed People Operations

Once the foundation exists, someone has to run it. We can operate payroll, benefits, HRIS and the employee lifecycle so your team stays focused on the business.

Explore People Operations →

Find out how much People debt you're carrying.

A short conversation is usually enough to see what your next stage will demand.

Assess Your People Foundation