Situations · Your People lead just left
Your People lead just left. Payroll is Friday.
Everything they carried is on your desk: the run, the hires in flight, the renewal, the state you registered in last quarter. We take the recurring work in the first week and keep the decisions with you.
Handover sheetWeek 1
- Friday payroll
- Prepared, for your approval
- Two offers out
- Onboarding built, day one set
- Renewal in six weeks
- On the calendar, with an owner
Decisions stay with you.
This week
Three things land on your desk before you have read their handover.
Moment 01
Friday’s run.
Approvals, pay changes, a start date, a deduction someone is asking about. Whoever prepared it is gone, and whoever approves it is you.
Moment 02
Two offers out.
Start dates set, equipment not ordered, onboarding half built in the system. The candidate notices before you do.
Moment 03
A renewal in six weeks.
Registrations, filings, the benefits renewal, the handbook acknowledgment. They tracked it. Some of it was in their head.
The first 30 days
The recurring work first, because it is due first.
Access and the inventory Days 1 to 3
We take admin on your Rippling or HiBob, list every recurring task and its date, and prepare this week’s payroll for your approval.
The queue Weeks 1 and 2
Onboarding for the hires in flight, the open requests, the benefits and time-off questions, answered from your system by someone who now knows it.
The calendar and the decision Weeks 3 and 4
Every registration, renewal and filing on one calendar with an owner. Then a written scope: what stays with us, and what a future hire would take.
On another system, we start with a short review of what is there and say what we can run.
What’s included
A team on your account, not a temp.
- 01
A named lead and a named backup who know your setup
- 02
Payroll preparation, every cycle, for your approval
- 03
Onboarding and offboarding, set up in the system before day one
- 04
HRIS upkeep and routine changes
- 05
The compliance calendar: registrations, renewals, filings and notices
- 06
Managers’ questions answered from your policies
- 07
A handover file, kept current, for whoever you hire next
- Recruiting searches, an HRIS build and a PEO exit are scoped separately.
What it costs
Managed people ops, from $6k a month
At 45 people and under, sized to your team on a fit call.
- Starts
- In the first week, on Rippling or HiBob
- Term
- Six months, then month to month
- Who owns it
- Your lead, with a named backup
Your headcount sets the plan. Enter it on the pricing page to see the plans for yours.
Questions people ask the week it happens.
Do we still need to replace them?
Not this quarter. The recurring work is covered from the first week, which turns a rushed hire into a considered one. When you do hire, the handover file and the calendar are waiting for them.
How fast can you start?
On Rippling or HiBob, usually within the week: access, the inventory and this week’s payroll come first. On another system we start with a short review of what is there and say what we can run.
What about the hires already in flight?
They are the first thing we pick up. Offers, start dates, equipment and the onboarding flow in your system, so the candidate’s first day looks the way it was promised.
Twenty minutes. Bring Friday’s payroll.
We will tell you what we can take this week and what needs a decision from you. A written scope follows the call.
Book a 20-minute fit call