The Workfolk
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(06) Retainer

Fractional CHRO.

Senior people leadership for companies that need experience now, not a full-time CHRO yet.

Book a CHRO call →Take the assessment ↓

The problem

The business has become too complex for people decisions to be handled ad hoc.

But hiring a full-time CHRO may still be too early, too expensive, or simply not urgent enough yet.

You still need senior judgment in the room when hiring, retention, structure and leadership issues come up.

1 owner

A clear owner for the people agenda

Weekly

Leadership participation and decision support

Quarterly

Roadmap and review of progress

How we do it

A clear three-step process.

(01)

Join the leadership rhythm

We work with founders and leaders on the real people issues coming up every week.

(02)

Own the priorities

We help set the people agenda and drive the work, not just advise from the side.

(03)

Build for handover

We put structure in place so you can later hire the right full-time leader or grow the internal team.

What you get

What lands on your table.

Documents, tools and support your team can use right away.

  • / 01Leadership-team participation✓
  • / 02A people roadmap with priorities and owners✓
  • / 03Support on hiring, structure, performance and culture decisions✓
  • / 04Board or investor-ready people updates when needed✓
  • / 05Senior support for difficult people moments✓

You need this if

Any of this sounds familiar.

  • 01

    Nobody on the leadership team clearly owns the people agenda.

  • 02

    HR is handling operations, but bigger people decisions are still drifting.

  • 03

    Founders are carrying too much of hiring, culture, org and performance themselves.

Free sample

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.

Inside the sample

  • Ten direct yes-or-no questions that reveal whether HR is helping the business lead, not just administer
  • A simple score that shows how exposed you are as the company gets more complex
  • The first fix to make if you want stronger support on hiring, retention, structure and leadership decisions

Get the sample

Takes thirty seconds now. Usually saves a much longer conversation later.

No spam. No drip campaign. Just the sample.

Questions, answered

What founders usually ask us.

  • Usually companies that are beyond early startup chaos but not yet ready for a full-time CHRO.

  • Usually six months or more. Long enough to build rhythm, solve priority issues and set the function up properly.

  • Yes. That is often part of the work.

(06) Next step

Need senior people leadership without a full-time CHRO yet?

Tell us what stage you are at and where the pressure is building. We will tell you if a fractional model makes sense.

Book a CHRO call →hello@theworkfolk.co

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