Most companies don't fail for lack of ideas. They fail when growth outpaces structure: roles blur, processes live in people's heads, and every new hire adds chaos. We fix the structure first, then help you grow on top of it.
A strategy is only useful if it reaches every role. We build the full chain: strategy → OKRs → department goals → role KPIs → motivation. A break at any link means the system stops working.
Company and HR strategy, OKRs, go-to-market and sales strategy, financial model and cash-flow plan.
We design the operating model of your company: what each department delivers, how it is measured and how it reports. Think of every department as a production line with a clear input, steps, output and metrics.
Organizational structure, department charters, KPI systems, management and financial reporting, budgeting, risk maps.
18+ years of HR leadership, including teams of up to 12,500 people. We build HR as a business function, not an administrative one.
HR strategy and policies, role descriptions, motivation and compensation systems, performance management, employer branding, onboarding, a knowledge base for every role.
Our core service. We describe how your company works so that anyone can reproduce it — and so that it can be measured, costed and automated.
Department standardization across 11 elements, processes described in the DESCRIPTION-5 format (Trigger → Inputs → Steps → Output → Errors), SOPs and instructions, RACI matrices, bus-factor analysis, process cost calculation.
Growth multiplies whatever is already there — order or chaos. We prepare the company before headcount and customers multiply.
A scaling roadmap, unit economics, forecasting, hiring plans, management layers designed for 5–10× growth.
AI agents work best on documented work. Because we standardize first, our AI projects have clear inputs and measurable results.
An AI-readiness assessment, a map of processes to automate, AI agents for HR and operations, a company knowledge base for AI, AI usage policies, ROI calculation.
We hire people who fit the role you have actually defined — not just a CV that matches keywords.
End-to-end hiring from engineers to C-level, market and compensation analysis, first candidates within one week, replacement guarantee.
| Format | Duration | Best for |
|---|---|---|
| Patchwork standardization | 2–4 weeks | One painful process, one measurable result. The easiest way to start. |
| Department standardization | 1–3 months | A department that needs clear goals, roles and processes. |
| Full transformation | 3–18 months | Companies preparing for fast growth, investment or a new market. |
| Recruitment | Per role | Success fee or retainer model. |
You don't need a full transformation to see whether this works. Pick one process that hurts, and we will standardize it with you.