Bold, Human-Centered HR Systems That Actually Work
We build HR systems for the people they're meant to serve. No gatekeeping. No sugarcoating. Just real systems rooted in equity, clarity, and trust – so your team can rise, thrive, and do their best damn work.
Let's TalkWe design equity-centered HR systems that are efficient and values-aligned. Best for small to medium-sized businesses who want strategic, people-first HR support.
Build a solid foundation that protects your business and gives you confidence you're "set up right" across all states.
What's included:
Handbook and policy development, worker classification (W-2 vs 1099; exempt vs non-exempt), state/local compliance, leave/ADA processes, mandatory trainings, required postings, recordkeeping, I-9/E-Verify audits.
Why it matters:
Minimizes legal and financial risk and gives owners confidence they're operating compliantly across states.
Ensure people are paid correctly and operations run smoothly without consuming owner or manager bandwidth.
What's included:
Selecting/configuring payroll and HRIS, time/attendance and PTO rules, benefits plan selection with broker coordination, onboarding/offboarding workflows, ACA/COBRA coordination, multi-state tax registrations, process documentation.
Why it matters:
Ensures people are paid correctly and operations run smoothly without consuming owner/manager bandwidth.
Reduce time-to-hire and early attrition while improving quality-of-hire and presenting a professional candidate experience.
What's included:
Role scoping and job descriptions, sourcing strategy and tool setup (ATS), structured interview kits, offer templates and comp guidelines, background checks, new-hire paperwork packets, 30/60/90-day plans.
Why it matters:
Reduces time-to-hire and early attrition, improves quality-of-hire, and presents a professional candidate experience.
Drive retention and fairness, prevent small issues from becoming costly problems, and align pay with performance.
What's included:
Performance framework (goals, check-ins, reviews), pay ranges and benchmarking, merit/promo process, manager training, documentation protocols, investigations and coaching support, engagement pulses, exit/stay interviews.
Why it matters:
Drives retention and fairness, prevents small issues from becoming costly problems, and aligns pay with performance.
We don't believe in one-size-fits-all HR—and we definitely don't believe in culture fit gatekeeping. Our process centers:
We show up with intention and clarity. Every system we build has a reason, a goal, and a human at the center of it.
We keep it consistent, dependable, and rock-solid. When we say we'll do something, consider it done – with the receipts to back it up.
Your team isn't a resource. They're humans. We design HR systems that honor that truth and create space for people to thrive.
We share what we know. We make things accessible. We believe transparency builds trust, and trust builds great teams.
Fair isn't always equal. We build systems that acknowledge differences and create pathways for everyone to succeed.
We don't sugarcoat. We tell it like it is, with respect and care. Real change requires real conversations.
Ready to build something bold? Reach out and let's start the conversation.