Twenty years inside the function. Now on your side of the table.
We've built people functions inside agencies and growth-stage companies for two decades. We've watched most of them spend their best people on the wrong work.
For two decades we led people functions inside agencies and growth-stage companies — the heads of HR who got handed a 20-person team and a mandate to make it scale. We built the hiring systems, the manager training, the comp bands, the policies. We also sat through the offsites that changed nothing.
The pattern was the same in every company. Capable teams, busy on the wrong things. The department was full; the function wasn't shipping. Founders kept asking us to fix HR when the thing that needed fixing was what HR had been pointed at.
So we stopped running departments and started rebuilding functions.
People Partners is a fixed, senior engagement: 90 days to rebuild the people function so it ships outcomes, then a clean handoff. No retainer, no theater. The same judgment I'd bring as your head of people — without the permanent seat.
Audit
Two weeks inside the function. What's getting done, what isn't, and what's quietly costing you the most. You get a written read, not a workshop.
Rebuild
Hiring system, manager bench, comp bands, the policies that actually matter. We build the operating system and run it live with your team.
Handoff
Documented, staffed, and running. We train whoever owns it next — or place the first senior hire — and step out. No retainer creep.
A running function — not a binder.
Hiring system
Scorecards, a real interview loop, and a pipeline that doesn't depend on you forwarding résumés.
Manager bench
The 1:1, feedback, and performance cadence your managers actually run — not a deck they were sent.
Comp & leveling
Bands and a leveling map so offers stop being negotiated from scratch every time.
Operating policies
The handful of policies that matter, written plainly. The rest we cut.
People data
Headcount, attrition, and cost you can read in one page and bring to a board meeting.
First senior hire
If the answer is a full-time leader, we scope the role and help you land them.
- — Rebuild the function in a fixed 90 days
- — Write the audit a CEO can act on
- — Run the new system live with your team
- — Place or scope the first senior hire
- — Run workshops or offsites
- — Sell a perpetual retainer
- — Hand you a slide deck and leave
- — Rebuild the HR department you already have