Senior judgment with an operator bench.
$250K judgment without the $250K headcount.
Who this is for.
Founders and executive
teams facing scale,
integration, or change
Finance and ops leaders
who own risk and
want control.
People leaders who need
a sharper operating model
and steadier cadence.
What we solve.
Seven domains. One accountable partner.
Org design: Decision rights, spans and layers, job architecture, and headcount plans that match reality.
Talent: Structured hiring, interview quality, recruiter enablement, and faster offer cycles.
Comp and performance: Philosophy, levels and bands, calibration, and repeatable cycle playbooks.
Compliance: Risk mapping, handbooks, leave frameworks, pay transparency, and audit readiness.
Leadership: Manager standards, feedback rituals, and change communications that stick.
M&A: Diligence, people workstream plans, and post-close stabilization.
Employee relations: Preventative guidance, documentation, and escalation paths aligned with counsel.
What you get.
Deliverables, not decks.
Operating model: Decision rights, RACI, and leadership rhythm.
Board-ready reporting: Headcount, movement, compensation, and risk in one view.
Comp architecture: Calibrated levels, bands, and a cycle calendar.
Performance system: Goals, reviews, calibration, and promotion standards.
Compliance posture: A living policy suite, visible calendar, and clean records.
M&A playbook: Diligence frameworks, integration plans, and stabilization checkpoints.
Manager enablement: Playbooks, training, and coaching where the work happens.
How we engage.
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Fractional leadership: On-call senior partner who sits at the table when it matters.
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Advisory sprints: 30–60 day pushes to solve a defined problem.
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Counsel on call: Executive advice, issue triage, and decision support.
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Interim coverage: Hold the line and move critical work forward.
Early wins.
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Goals, risks, and decision rights aligned with the exec team.
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A working operating model with cadence, owners, and RACI.
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Comp principles, levels, bands, and cycle calendar installed.
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Hiring upgraded: structured interviews, scorecards, and offer flow.
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Manager standards set. First enablement sessions delivered.
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Board-ready reporting live for headcount, movement, comp, and risk.
How we work.
One partner accountable for clarity, momentum, and risk reduction. Inside your business, not around it.
Diagnose
Architect
Enable
Steer
Diagnose
Architect
Enable
Steer
Every engagement follows the same arc: diagnose, architect, enable, steer. Your people system evolves as the business grows. Clarity, momentum, and lower risk build with each cycle.