People infrastructure that stands up to diligence.
Diligence-readiness sprints, portfolio implementation programs, and hold-period operations. Written to be forwarded to a portco CFO without editing. Bring the portfolio picture to the call.
Repeatable, because it has been repeated.
Multi-entity, multi-state, and documented the same way every time.
the platforms we lead withThe people data-room index.
- 01Entity and registration map
- 02Headcount by entity and state
- 03Compensation bands and outliers
- 04Worker classification review
- 05I-9 and right-to-work status
- 06Benefits and carrier contracts
- 07Open roles and offer pipeline
- 08Policy and handbook versions in force
Deal teams do not struggle to get people data. They struggle to get it in a shape where two portfolio companies can be compared, and where a number in March means what it meant in January.
So the index is fixed. Every company we run this for produces the same eight sections with the same definitions, which is what turns a folder of exports into something you can actually diligence. Findings are separated from tasks, so nobody spends a week arguing about which is which.
The board-ready pack this feeds- Narrowest access that does the job, removed the day the engagement ends.
- Records stay in the systems you own. Nothing is copied into ours.
- Never sold. Never used to train a public model.
Bring one portfolio company. We will walk this index against it on the call.
Book 20 minutesThe diligence finding nobody wants to write up.
Your portfolio company’s HR team is already pasting employee data into chatbots. The fix isn’t a memo banning AI. It’s permissions, policy, and an audit trail — installed in the HRIS where the data actually lives. We do that as part of every build, and as a standalone engagement for platforms someone else implemented.
Three shapes, by where you are in the hold.
Diligence-readiness sprint
A people data room a deal team can actually read: entity and registration map, headcount by state, compensation bands with the outliers named, worker classification, I-9 status, and the policy versions in force. Fixed scope, fixed end date.
Portfolio implementation program
Per-portco fixed fees with multi-portco terms, run on one playbook so the reporting is comparable across companies. Each build is documented the same way, which is what makes a portfolio view possible at all.
Hold-period operations
Managed people operations and a monthly reporting cadence on the systems we built. The portco gets an operating function. You get a number you can put in a board pack without a follow-up call.
We hold fewer builds at once than we could sell.
The failure mode in this category is a firm that signs four implementations and staffs two. Ask for the current next start date and you will get a real one, including when the answer is a month you did not want to hear.
We will name a sponsor when one has agreed to it in writing. Until then, references on request.
Ask for the next real start date.
Book 20 minutesWhat operating partners ask.
Can you run three portfolio companies in parallel?
Sometimes, and the honest answer depends on what else is in flight. We hold a small number of concurrent implementations on purpose, because the failure mode in this work is a firm that sells four and staffs two. Ask us for the current start date and you will get a real one.
Do you work for the fund or the portfolio company?
The engagement is usually with the portco and the reporting line is usually to you, and we say that to both parties at the start. Where those interests diverge, the portco's payroll running correctly wins, because a portfolio view built on a broken build is worth nothing.
What does a diligence-readiness sprint actually produce?
A people data room with an index a deal team can navigate, plus a findings list separating what is a task from what is a finding. Entity hygiene, classification, compensation equity, I-9 status and policy versions. You get the documents, not a readout of them.
How fast can you start?
Faster on a sprint than on a full implementation, because a sprint needs access and a week rather than a configuration decision from everyone. We will tell you the real next start date on the first call rather than the one that closes the deal.
The portco already has an HR lead. Does this threaten them?
It usually relieves them. We take the systems work and the recurring operational load, which is the part they have no time for, and leave the judgment and the relationships where they belong. Where a portco genuinely needs a different leader, that is a conversation we have directly.
What does this cost across a portfolio?
Per-portco fixed fees with multi-portco terms, built from the same published bands every other client sees. There is no portfolio surcharge and no bundled discount you have to negotiate for. Send us the shape of the portfolio and you get numbers, not a range.
20 minutes. No deck. No pitch.
You talk. We map what you’re running and where to start. The fixed quote follows the call, in writing.