Diligence asks once. The sponsor asks every month.
We build the HRIS your reporting reads from, then run the people operations behind it, across every entity you add.
For VC- and PE-backed companies and established firms.
Where it starts
The moments portfolio companies call us.
Diligence
“The data room asked who the employer of record is.”
Co-employment complicates diligence. A data room where the employer of record is somebody else raises questions, better answered before the deal than during it.
What changes: A planned PEO exit, and one record that answers for every entity.
Add-on acquisitions
“Every add-on arrives with its own entity and pay group.”
An acquisition brings its own payroll, its own benefits and its own way of counting people, and nobody has time to rebuild it.
What changes: Each entity on one platform, with its payroll rules written down.
The 100-day plan
“The 100-day plan has a people line nobody owns.”
Definitions come first: what counts as a head, which system is the record, when the pack is due and who signs it.
What changes: A monthly pack from one record, with the same definitions every month.
Build, move and run
One team for the record, the move off a PEO and the monthly work.
- BuildHRIS implementationRippling or HiBob, set up across your entities, pay groups, states and approvals.
- MovePEO exitOff the PEO before diligence asks, with registrations, benefits and payroll in sequence.
- RunManaged people opsOnboarding, payroll prep, records and a monthly report the sponsor can read.
Add-on acquisitions: payroll, entities and records folded in.
Each company is priced by its own headcount, and our fee is the same on Rippling or HiBob. Software and vendor fees are not included.
See pricingWhat the record shows
Three entities, one payroll.
Healthcare · 3 entities · Payroll inherited in an acquisition
80% less payroll time
About $23,000 a year back
Read the caseWhat a People Street client says
“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
Questions operating partners ask before the call
Do you work for the fund or the company?
The engagement is usually with the company, and the monthly reporting goes to you as well. We say that to both at the start, and the company’s payroll running correctly comes first.
Can you work across several portfolio companies?
Yes, on one playbook, so the reporting reads the same across companies. We hold a small number of builds at once on purpose, and give you a real start date on the first call.
The company already has an HR lead. Where do you fit?
Beside them. We take the systems work and the recurring admin, and the judgment and the relationships stay with them.
What about the AI in Rippling and HiBob?
Both now ship assistants that inherit your permissions, so a loose permission model becomes a diligence finding. We design the permission model first, then switch features on one at a time.
Bring one portfolio company to the call.
Bring its entities, its payroll and the reporting the sponsor expects. In 20 minutes you’ll know what you need and whether we fit.