Hiring, compliance and the hard conversations, handled by a partner who knows your team by name.
Why we exist
What we fix
Employee drama and paperwork eating up your growth time. Every hour spent settling disputes or chasing forms is an hour not spent on your product.
How we fix it
A fractional HR partner takes the people admin, policies and difficult conversations off your plate, so your week goes back to building.
Top tech experts promoted to leads with zero management skills. They freeze during feedback conversations and avoid the hard calls entirely.
How we fix it
Manager coaching gives your leads practical tools for feedback, conflict and delegation, with a coach in their corner for the first hard conversations.
Random salary and benefit offers without clear structures. Inconsistent offers erode trust and turn every negotiation into a coin flip.
How we fix it
We build simple salary bands and benefit rules, aligned with the EU Pay Transparency Directive, so every offer is explainable and fair.
Hiring by gut feeling, leading to people quitting within 3 months. Every mis-hire costs months of ramp-up and a painful restart.
How we fix it
Structured, fast hiring with clear expectations, followed by a 90-day bridge that coaches both the new hire and the manager.
Our services
The alternative to a full-time hire.
On-demand support to fix your team structure, handle policy, and align your people with your business goals.
Stop the “hire and hope” cycle.
Big Tech hiring speed combined with a 3-month success bridge so your new hire doesn’t just start, they succeed.
Our job doesn’t end when the contract is signed.
We stay for the first 3 months, coaching the new hire and the manager to ensure a perfect fit.
Turning experts into leaders.
Coaching managers and giving them tools to handle conflict, give feedback, and lead high-performing teams independently.
The 90-Day Success Bridge
Most early exits are decided in the first weeks. We stay on board and coach both sides until the fit is real.
Day 1
Clear expectations
Role scorecard, first-month goals and a check-in rhythm agreed with the new hire and the manager before the laptop arrives.
Day 30
First feedback loop
Structured 1:1 with the hire and the manager. Early friction gets named and fixed while it is still small.
Day 60
Course correction
Performance against the scorecard, coaching on the gaps, and adjustments to scope or support where needed.
Day 90
Mid-probation review
A clear read on the fit, a development plan and a manager who now runs the process alone.
Fractional vs. full-time
| Fractional vs. full-time | Fractional HR partner | Full-time HR hire |
|---|---|---|
| Seniority | Senior partner from day one | Usually a generalist you can afford |
| Time to start | Days | 2-4 months of hiring and notice periods |
| Commitment | Flexible, scales with your needs | Fixed salary, benefits, equipment, notice period |
| Coverage | Strategy and hands-on execution | Depends on one person’s profile |
| Hiring | Big-tech process plus a 90-day bridge | Often outsourced to agencies |
| Availability | On-call in your Slack, Mon-Fri 9-18 CET | Full-time presence |
The comparison describes typical setups for companies with 10 to 150 employees. Your situation may differ; the free call is where we find out.
Let’s talk
Book a free 30-minute call. No pitch deck, no pressure. Just a clear picture of what your team needs next.