Services
Senior HR leadership, sized to your stage. Every engagement is scoped to your company. These are the three ways we typically work.
HR Operations Audit
Best for: Companies that suspect something's off- compliance gaps, process friction, turnover, but want clarity before committing to ongoing support.
A fixed-scope, fixed-fee assessment of your entire people function. We review your policies, handbooks, compliance posture, hiring process, compensation practices, and HR workflows against current federal and state requirements and best practice for your size and industry.
You get: a written findings report, a risk-ranked remediation roadmap, and a working session to walk your leadership team through it.
Execute it yourself, or engage us to execute it with you.
Timeline: typically 2–4 weeks.
Fractional
HR Leadership
Best for: Companies of roughly 20–300 employees that need real HR leadership but not a full-time executive.
An experienced HR leader embedded in your business on a monthly retainer- attending leadership meetings, owning your people strategy, handling escalations, and building the HR infrastructure that lets you grow without breaking. Scope and hours are tailored to your stage: some clients need a strategic advisor a few hours a week; others need a hands-on interim head of HR.
Typical scope includes: HR strategy and planning · compliance oversight · employee relations and investigations · performance management · compensation and benefits guidance · policy and handbook development · manager coaching · HR team mentorship.
Engagements are monthly retainers, scoped after an initial consultation.
Talent Acquisition Support
Best for: Companies whose growth is outpacing their hiring- too many open roles, too few qualified candidates, or a hiring process that's costing you good people.
Recruiting done well is a system, not a scramble. We design and run that system with you: sourcing strategy, structured interview processes, employer positioning, candidate pipeline development, and interim recruiting capacity during surge hiring - for individual searches or ongoing support.
We're equally comfortable with everyday hiring and the hard cases: specialized technical roles, competitive talent markets, and regulated industries. That includes security-clearance-required positions, where our leadership's background in federally regulated environments gives clients an edge few HR consultancies can offer.
Not sure which one fits?
That's normal, most clients aren't sure either. Start with a conversation and we'll figure out the right ratio together.