Featured case
A fast-growing lending company. Over $450k in hidden cost and compliance exposure, found and put right.
For founders, COOs, CFOs and Heads of People
Your HR system runs on one person. That person is you.
HRIS implementation and people operations for fast-growing companies with 25 to 250 people.
For VC- and PE-backed companies and established firms, 25 to 250 people.
Trusted by teams at
You were hired to lead. Not to babysit a system.
Off your desk.
- Payroll, run by the team that set it up
- New hires, set up before day one
- New states, registered in time
- Compliance, filed and audit-ready
- Handbook, in your HRIS and signed
- Pay changes and reviews, on time
- Hard conversations, handled with you
- Acquisitions, on one payroll
What stays on your desk: the decisions.
Every hire, every pay change, every policy call. Yours.
None of it is a crisis. All of it is a team’s job.
- Payroll questions, new-hire setup, a missing record, a W-2. Today it all routes to you. We take it off your desk and run it properly.
Where are you starting from?
BUILD · HRIS implementation
You need a new HRIS.
Set up, data loaded and payroll tested before go-live.
RUN · Managed people ops
You’re growing fast and the People team is you.
We run the day-to-day.
BUILD · PEO exit
You’re leaving a PEO.
Done with TriNet or Justworks, and the first payroll has to be right.
BUILD, then RUN · Cleanup
You’re on Rippling or HiBob, and it’s a mess.
Nobody owns the setup now, so every fix waits until something breaks.
Have a hard people call to make? People advisory from someone who has made it before.
Every industry breaks in its own place.
- BiotechLab to clinic, with every state registration kept current.
- SaaS and AIHiring in bursts across states and countries.
- Financial Services and LendingControls, records and audit trails that hold up.
- Law FirmsMulti-office, partner-track and paralegal payroll.
- Professional ServicesBillable teams that cannot lose a day to admin.
- HealthcareMulti-entity payroll and credentialed staff.
- Gaming and MediaContractors, abroad hires and fast scaling.
A SaaS company
About $66k a year back on onboarding.
A healthcare company
About $23k a year back in payroll time.
A digital agency
Founder fully out of payroll while the team grew 50%.
What changed, in their words.
“Compliance was the thing I worried about most. People Street optimized our HRIS and gave us a custom dashboard that turned multi-state compliance into something I just don’t think about anymore.”
Ian BrodieCEO, Levanta“People Street didn’t just run our people ops. They surfaced compliance gaps we hadn’t even considered and closed them before they became problems. They keep us a step ahead.”
Tegan JohnsonDirector of Operations, Mindstate Design Labs“People Street set up our HR system and helped us through the very painful process of registering in several states where we have remote employees. A great ally as we grow.”
Alicia LawlessChief of Staff, Hyer Boots“People Street brought real discipline to our people ops: clear ownership, tight processes, and far fewer escalations reaching me. Our executive ops runs noticeably smoother.”
Lars NarfeldtCOO, RA International“We needed structure without slowing down, and People Street gave us exactly that. No more managing HR in Slack threads, just a clean system someone actually stays on top of.”
Branden JonesChief Disruption Officer, Color Coded Labs“People Street moved fast and got our people ops in order so we could keep our heads down on the business. Exactly what you want as a founder: one less thing to worry about.”
Neev SamuelCo-Founder, Giraffe
Three steps. The first takes 20 minutes.
A 20-minute call on your setup.
Bring what’s breaking. We tell you straight what you need, and whether we’re the right fit.
A fixed proposal, in writing.
It names the scope, the fee and the timeline. Complex work may need a paid discovery first.
We do the work, and we stay.
We build it or take it over. After go-live, we can stay and run it.
Questions people ask before the call
Will we lose control of our HR?
No. You stay the employer, make every employment decision and approve payroll. Our access is limited to what you authorize.
We’re in the middle of a PEO contract. Is it too early to talk?
Bring the contract to the call. A PEO exit is its own scoped project, usually run alongside your new HRIS, with the fee agreed in writing.
Do you replace our HR person?
No. We take the admin off your People lead’s plate, so they get back to the work only they can do. Decisions stay with your team.
What about the AI in Rippling and HiBob?
Both now ship assistants and agents that inherit your permissions. We design the permission model before any of it is switched on, and we set the usage policy with you.
How fast can you start?
Your proposal states the timeline before you commit, based on your setup and your data.
Stop being the only one who knows how it works.
Bring your setup and whatever broke this week. In 20 minutes you’ll know what you need and whether we fit.
Book the call