The Foundation Everything Else is Built On.

Most companies treat HR and people strategy as two different things. They are not. Your people strategy IS your business strategy — it determines who you hire, how they grow, whether they stay, and whether your culture survives scale. This is where we start.

People Strategy Audit Starting at $4,000

Timeline 3 to 4 weeks

Your people function examined honestly. We look at everything, identify what is working and what is not, and give you a prioritized roadmap for what to fix first — with the financial impact of each gap clearly spelled out.

What is included:

• Current-state assessment across all people processes

• Risk identification using the 8 C's framework

• Gap analysis with financial impact in real dollars

• Competitive benchmarking against companies at your stage

• Written findings report with executive summary

• 90-day action roadmap with priorities, owners, and timelines

• 60-minute findings presentation to leadership

Best for Companies who know something is broken but are not sure where to start. This is the diagnostic before the prescription. Most clients begin here.

Building the Systems That Let You Scale Without Breaking

Most growing companies are running on instinct. Informal processes, undocumented policies, and tribal knowledge that lives in people's heads. That works at 15 people. It breaks at 50. This is where we build the foundation.

HR to People OS Transformation Starting at $10,000

Timeline 6 to 10 weeks

A full rebuild of your people function from the ground up. We design your infrastructure, build the processes, and train your managers to use them.

What is included:

• Full process audit and current-state mapping

• Employee handbook and core policy development — customized to your company, not a generic template

• SOP development for all core HR processes including hiring, onboarding, performance, and offboarding

• HRIS evaluation and optimization recommendations or full setup support

• Performance management framework design — quarterly check-ins, goal structure, and competency model

• Onboarding experience redesign from pre-board through Day 90

• Manager resource toolkit — 1:1 templates, feedback guides, and escalation paths

• Culture codification — values defined, behaviors documented, and integrated into every people process

• Final delivery presentation to leadership with full implementation guide

Best for: Companies between 30 and 150 employees who have outgrown their current people function and need to build something that actually scales.

Onboarding and Offboarding Redesign Starting at $4,000 — Timeline 3 to 4 weeks

First impressions are financial decisions. Every week of ramp time you eliminate recovers thousands of dollars in productivity. Every exit you handle well protects your employer brand and captures institutional knowledge before it walks out the door.

What is included:

• Pre-boarding experience design — everything that happens before Day 1

• Day 1 through Day 90 structured plan with clear milestones for every new hire

• Buddy system framework for peer connection from day one

• Manager onboarding guide — what managers are responsible for in the first 90 days

• 30 and 60 day check-in templates that catch problems early

• Offboarding process design — how to handle departures professionally and legally

• Knowledge transfer system — capture what is in people's heads before they leave

• Exit interview framework — ask the right questions and actually use the answers

Best for: Companies where new hires take too long to become productive, or where people leave and take critical knowledge with them.

HR Compliance Audit Starting at $2,000

A thorough review of your compliance exposure across every state and country where you have employees. Delivered as a written risk report with remediation priorities so you know exactly what to fix first.

What is included:

• State registration verification for every location where employees work

• Employee and contractor classification review — identify misclassification risks before they become expensive

• Required posting compliance check — federal, state, and local

• Policy gap identification — what you are required to have and do not

• International contractor compliance review for global teams

• Written risk report with findings ranked by urgency and financial exposure

• Remediation priority list with recommended next steps

Best for: Any company that has grown without a dedicated HR function and has never done a formal compliance review. This is one of the highest-return investments you can make because the cost of non-compliance always exceeds the cost of fixing it.

Employee Handbook Starting at $2,500

A custom employee handbook that reflects your actual culture and complies with your state employment laws. Not a generic template with your logo on it — a real document your team will actually read and reference.

What is included:

• Custom policy development for your state and employee count

• Culture and values integration — the handbook should sound like your company

• Required policy sections including equal employment, harassment, leave, and conduct

• At-will employment and acknowledgment language

• Manager guidance section — how to apply the policies consistently

• One round of revisions after delivery

Offboarding a Difficult Exit Starting at $1,000

When you need to let someone go and you want to do it legally, compassionately, and in a way that protects the business and the person. Includes documentation review, script preparation, and post-separation guidance.

Building the Recruiting System That Finds the Right People

Most companies post a job, get flooded with applications, spend weeks interviewing, and still make the wrong hire half the time. A real recruiting system changes all of that. It protects leadership time, improves quality of hire, reduces time to fill, and builds an employer brand that makes great candidates come to you.

Recruiting System Build Starting at $6,000 — Timeline 4 to 6 weeks

A recruiting process designed from intake to offer — built around your specific roles, your culture, and your growth stage.

What is included:

• End-to-end recruiting process audit to find where time and quality are being lost

• Job architecture — titles, levels, and descriptions that reflect what you actually need

• Structured intake process — hiring manager conversations that produce useful information before a search begins

• Interview guide design — competency-based questions for every role level

• Candidate scorecard templates — objective evaluation criteria that reduce bias and improve consistency

• ATS evaluation, recommendations, and setup support

• Sourcing strategy — multi-channel approach beyond posting and hoping

• Offer process design — how to extend, negotiate, and close candidates without losing them

• Employer brand audit — what candidates find when they Google you

• Time to fill and quality of hire tracking framework

Best for: Companies that are hiring consistently but starting from scratch every time. Every search takes too long, costs too much, and produces inconsistent results.

Job Description Library Starting at $1,000

Up to 10 job descriptions written from scratch using your actual role requirements — not generic templates pulled from the internet. Includes competency alignment and inclusive language review so you attract the right candidates and do not accidentally screen out great ones.

Employer Brand Audit Starting at $2,000

What does your company look like to someone who has never heard of you? We audit your Glassdoor presence, LinkedIn company page, careers page, and job postings and give you a specific action plan for strengthening your employer brand to attract better candidates faster.

What is included:

• Glassdoor review analysis and response strategy

• LinkedIn company page audit and optimization recommendations

• Careers page review — does it tell a compelling story or just list open jobs

• Job posting language review — are you attracting or repelling the right candidates

• Competitor employer brand comparison

• Written findings and action plan with priority recommendations

Growing, Developing, and Keeping the People You Have

Hiring great people is only half the job. The other half is building an environment where they grow, perform at their best, and choose to stay. Talent management is the system that makes that happen consistently — not just when a manager happens to be good at it.

Performance Management Launch Starting at $5,000 — Timeline 4 to 5 weeks

A modern developmental performance cycle that employees find useful and managers actually know how to run. No more annual reviews nobody takes seriously.

What is included:

• Competency model design — what good looks like at every level in your organization

• Quarterly check-in framework — structured conversations that replace the annual review

• SMART goal structure — individual goals that cascade from company objectives to personal priorities

• Manager training — how to have real performance conversations without a script

• Manager toolkit — 1:1 templates, feedback frameworks, and coaching guides

• Calibration process — how leadership evaluates performance consistently across departments

• Career pathing integration — connecting performance to growth and internal mobility

• Performance improvement plan template — for when things are not working

• Launch communication plan — how to introduce the new system to your team

Best for: Companies that have never had a real performance system, or whose current system is a checkbox nobody respects.

eNPS and Engagement Strategy Starting at $3,000 — Timeline 2 to 3 weeks

A real listening system — not just a survey. We design it, launch it, analyze the results, and build an action plan your team will actually believe in because they can see it produced real change.

What is included:

• Survey design — the right questions for your company size and stage

• Segmentation framework — results broken down by department, tenure, and manager

• Launch and communication plan — how to introduce it so people participate honestly

• Results analysis in plain language — what the data actually means

• Top theme identification — the two or three things that matter most right now

• Action planning — specific actions with owners, timelines, and success metrics

• Close the loop communication — what you tell the team you heard and what you are doing about it

• Quarterly pulse cadence design — how to run this consistently going forward

Best for: Companies who want to understand what their team is actually experiencing — and are ready to do something about it.

Succession Planning and Internal Mobility Starting at $4,000 — Timeline 3 to 4 weeks

No key person dependencies. No surprises when someone leaves. A clear internal mobility path that shows your best people they have a future at your company — so they stop looking for one somewhere else.

What is included:

• Critical role identification — which positions would hurt most if vacated tomorrow

• Successor identification and readiness assessment for each critical role

• Two-deep succession plan for every leadership position

• Skills gap analysis for identified successors

• Individual development plans for high potential employees

• Internal mobility framework — how employees move between roles and departments

• Promotion readiness criteria — clear and objective standards for advancement

• Talent review facilitation guide for leadership teams

Best for: Companies that have never thought about what happens when a key person leaves — and want to stop being one departure away from a crisis.

Offboarding a Difficult Exit — Starting at $1,000

Job Description Library — Starting at $1,000

HR Compliance Audit — Starting at $2,000

Employee Handbook — Starting at $2,500

Employer Brand Audit — Starting at $2,000

Coming Fall 2026

We are building a suite of workshops for leadership teams and managers. If you are interested in being notified when these launch or want to discuss a custom workshop for your team, reach out through the contact page.

Coming Fall 2026:

• Manager Foundations — the fundamentals every people manager needs

• People Strategy for Founders — understanding your people function well enough to lead it

• Inclusive Hiring and Unconscious Bias — building a fair process that finds the best people

Want to be notified when workshops launch? Book a discovery call and let us know