What we do
The people foundations that make growth hold.
We work where most HR doesn't: the acquisition, the integration, the fast stretch of scaling. A tight set of services, run off a repeatable model instead of endless firefighting.
01 — Flagship
When you do a deal, the people side can't be an afterthought.
For founder-led and investor-backed businesses growing by acquisition. We run the people workstream alongside finance, tech and ops, so day one lands with confidence and the integration doesn't quietly leak your best people out the back door.
The gap we fill
Lawyers will advise you on TUPE and redundancies. They won't stand up the infrastructure, merge the policies or run the actual people integration. That hands-on bit — the part that sits between the legal advice and the deal closing — is us.
What's included
- Day-one readiness
- And a workforce that feels steady when the deal lands.
- Integration comms and onboarding
- Messaging that actually reassures people, not corporate noise.
- People risk, governance and the operational plan
- The workstream run properly, alongside finance, tech and ops.
- Org structure, roles, and who gets to decide what
- Clear accountability from the first week, not month six.
- Policies, contracts and the compliance basics
- The unglamorous groundwork that stops nasty surprises later.
- Complex M&A
- TUPE, redundancies and pulling two sets of policies into one.
A clean integration, a workforce that isn't spooked, and no nasty surprises after close.
02 — Systems first
Doing it by hand doesn't scale. Systems do.
We put in the operational engine that takes the chaos out and hands your leaders their time back. Systems first, because foundations you fix early save you the fires later.
What's included
- Choosing and setting up an HR system
- HiBob and the like — picked for your stage, set up properly.
- Clean workflows
- Joining, changing, leaving and payroll — without the manual chase.
- One home for policies and documents
- A single place where policies actually live — and get used.
- An operating rhythm
- What gets done, when, and by whom — agreed and written down.
- Data and reporting basics, done right
- The numbers you need, from one source you can trust.
Less admin, fewer bottlenecks, and one version of the truth your team will actually use.
03 — Managers & accountability
Better performance, without making HR the crutch.
Engagement and performance shouldn't live in the HR inbox. They belong to your managers. We give them the tools, the frameworks and the confidence to own it.
What's included
- Clear roles and clear expectations
- Everyone knows what their job is and what good looks like.
- Manager tools, coaching, and a genuine skills lift
- Practical capability, not a training day that fades by Friday.
- Performance conversations, with light frameworks
- Structure to hang the honest chats on — including the awkward ones.
- Culture and engagement habits
- Rhythms your leaders can keep going themselves, without us.
Managers who lead with confidence, and a culture that doesn't rest on HR to prop it up.
A note on People Operations
Need someone to hold the day-to-day while we build? We can, for a while.
Some teams need reliable People Ops cover during a transition: onboarding, changes, leavers, payroll inputs, policy work, a bit of manager guidance inside agreed limits. We'll do it. But on purpose it's time-boxed, with a fixed end date and clear triggers for when we step out. Never an open tab. The point is always to hand it over, not to move in.