You’re Too Valuable
to Be Doing HR’s Job.

1. Why is every issue still landing on my desk?

You’re the founder—but you’re also still the HR fireman, team therapist, and accountability cop.
Every people issue lands on your plate. That’s leverage lost—and time you don’t get back.

→ We build a system that runs without you in the middle.

2. “Why do the high-performers leave—but the low ones linger?”

You’re not short on talent—you’re short on alignment. Without a true hiring and retention system, your best people outgrow the chaos while underperformers coast.

→ We help you attract, grow, and keep high-commitment talent.

3. “Why do I still have to chase people to finish what they started? Or get started altogether?”

Execution shouldn’t depend on your constant follow-up. But without role clarity, ownership, and fast feedback loops, momentum dies.

→ We fix the systems that power performance—so you can scale with trust.

Want to know where you’re leaking time, talent, and trust?
Most people problems are invisible until they hit your bottom line.
No prep. No pitch. 25 minutes to get your red-yellow-green heatmap.
You’ll leave with your top 3 action priorities and next steps.

[Run Your Red-Yellow-Green Diagnostic →]

Most founders don’t need more HR help.
They need someone who sees around corners, builds alignment, and scales leadership—without adding headcount.

If you’re seeing…	The real issue is…
Slow execution	Role misalignment & unclear expectations
High churn or quiet quitting	Missing feedback loops & weak manager support
Founder as bottleneck	No operating system for people decisions

→ Most “ops” problems are people problems in disguise.

That’s what a Fractional People Officer exposes and fixes—in 100 days.

You don’t need more HR help, more perks, or another recruiter tossing resumes.
You need embedded leadership that aligns your people to performance—and scales with you.

Role	Typical Focus	Delivers…	But Can’t…
HR Admin	Compliance, logistics, benefits	Handles paperwork, policies	Build leadership capacity or drive retention
Recruiter	Filling roles	Brings candidates	Align roles, culture, or long-term performance
Culture Perks	Morale boosters	Temporary engagement spikes	Fix broken teams or misalignment
Your COO	Ops, delivery, metrics	Executes systems	Handle people breakdowns or scale leadership
You (the founder)	Everything	Vision, urgency, decisions	Stay out of people drama and team bottlenecks
FPO (Us)	People systems, performance, alignment	Architect long-term growth through people	Replace your ops team (and we shouldn’t)

→ A Fractional People Officer doesn’t manage people.
They install a system that builds, aligns, and scales them—without you chasing execution.

They’re not redundant. They’re complementary. Here’s how:

Role	Focus	Strengths	Blind Spots
COO	Operational systems, delivery, cross-team coordination	Execution, logistics, metrics	Often overwhelmed by people dynamics
FPO	People systems, leadership development, cultural alignment	Hiring, retention, performance scaling	Not focused on day-to-day ops

→ Your COO drives the machine. Your FPO ensures the machine doesn’t break down from the inside.

Where Are You Leaking Time, Talent, and Trust??
Most people problems are invisible until they hit your bottom line.
No prep. No pitch. 25 minutes to get your red-yellow-green heatmap.
You’ll leave with your top 3 action priorities and next steps.

[Run the Red-Yellow-Green Diagnostic →]

You Pick the Focus. We Deliver Traction.

In 100 days, we install a people system that builds alignment, reduces churn, and frees up founder time.

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Step 1 — Pick the First Lever

We start where the pain is loudest—or the opportunity is greatest. You choose one of four proven focus areas to drive fast ROI.

• Fix What’s Not Working — Repair morale, rebuild trust, reset behavior

• Level Up the Team You’ve Got — Unlock performance without burnout

• Hire and Keep A-Players — Reduce churn, attract people who raise the bar

• Align Everyone to the Mission — Cut confusion, focus execution

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Step 2 — Run the 100-Day Sprint

In 100 days, we deliver:

• A red-yellow-green diagnostic across 9 core systems to attract, grow and keep the right people

• Fixed hiring, onboarding, retention, and performance gaps

• Clear role alignment and leadership expectations

• The first version of your scalable “people ops engine”

• Founder time freed up, team output raised, turnover down

Backed by our 15+ specialist network. No long-term contract. No bloat.

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Step 3 — Get the Clarity Map

At the end of the sprint, you’ll get a red-yellow-green heat map of what’s working, what’s fragile, and what must change.
Whether you keep us or not, you leave with a plan that builds real leverage.

→ No long contracts. Just outcomes.

Some founders need a nudge. Others need a full-scale install.
We adapt to your growth pace, leadership load, and urgency.

Each level gives you direct access to a senior People Officer, backed by our expert network. You’re not buying hours. You’re buying traction.

You won’t be billed for going slightly over. If a spike hits, we adjust temporarily—without surprises.

Engagement	Best For	What You Get	Investment
100-Day Sprint (Start Here)	Every founder we work with	100-day transformation sprint with clear deliverables	$22,500 flat
Stabilize	You need ongoing strategic air cover	10 hrs/month, key initiative support, retention wins	$2,500/month
Momentum	You’re growing and need more lift	40 hrs/month, cultural systems, alignment plans	$8,000/month
Scale Up	You want leadership embedded at scale	80 hrs/month, coaching, performance design, org development	$12,000/month

No one starts at a retainer.
Everyone begins with the Sprint. Then we assess together if ongoing support makes sense—or if you’ve got what you need to run.

→ Run the Red-Yellow-Green Diagnostic.
We only accept one client per month.