(services)What we do
Six things, done well.
We don't just place candidates, write policy documents, or run a training session and disappear. We do people, every part of it, and we do it the way it actually needs doing.
Backed by 15+ years of hands-on HR experience · We reply within 1 business day
- (01)
Recruitment
Hiring support for roles that matter, from role brief to signed offer.
ModelSuccess fee · pay after the person joins→ - (02)
HR Policies
Clear rules for joining, leave, remote work, exits and the everyday grey areas. Written so people actually read them.
ModelProject or retainer→ - (03)
Training
Training for managers and teams built around the conversations they actually need to handle.
ModelEngagement-based→ - (04)
Employee Engagement
A practical read on what your team is feeling, why it is happening, and what to do next.
ModelRetainer→ - (05)
Org Structure
Clear roles, reporting lines and decision rights before growth turns into confusion.
ModelProject-based→ - (06)
Fractional CHRO
Senior people leadership for companies that need experience now, not a full-time CHRO yet.
ModelRetainer→
Free downloads
Steal our templates.
One file per service. Real ones we use on engagements. No newsletter, no follow-up sequence.
- (01)
The Hiring Brief Template
When a role is vague, the wrong candidates look right until it is too late. This is the one-page brief we use to force clarity before you open the search, so your team stops hiring on instinct and starts hiring against something real.
Get the hiring brief →
- (02)
Plain-English Policy Pack
Running without clear policies feels fine right up to the day someone complains, resigns badly, or asks what the rule actually is. This sample pack shows you the minimum set that protects the company, gives managers a clear line, and stops avoidable mess before it starts.
Get sample policies →
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The Hard Conversation Guide
Most managers wait too long because they are afraid of saying the wrong thing. By then the issue is bigger, the team has noticed, and the conversation is harder than it needed to be. This guide helps you handle it early, clearly and without making it worse.
Get the conversation guide →
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Stay Interview Playbook
Good people rarely resign out of nowhere. The signs are there; most companies just do not ask the right questions early enough. This playbook helps managers surface risk before your best people start taking recruiter calls seriously.
Get the playbook →
- (05)
Org Design Diagnostic
When teams grow fast, confusion starts looking like a people problem. It usually is not. It is structure, ownership and decision rights getting blurred. This diagnostic helps you spot where the org is slowing the business before you keep hiring into the same mess.
Get the diagnostic →
- (06)
Is Your HR Function Strategic or Just Operational?
A lot of founders realise too late that HR has been keeping the machine running, but not helping with the calls that really shape the company. This quick assessment shows whether your people function is built for the next stage or whether the hard decisions are still falling back on the founders.
Take the assessment →