We are a one stop shop for human potential.
A tasting menu of the work we do.
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A detailed audit of the job description, title, responsibilities, and salary based on industry and geography.
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It all begins with a description, how you describe your brand and an open position can be integral to hiring the right candidate.
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Our team of recruiters can post your job listing, write the job description and screen applicants.
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We provide ongoing training and development opportunities to help to retain your employees and increase their proficiency and job satisfaction.
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Looking to grow and mentor your junior team? Our coaches can create a customized program designed for you and personalized consultations.
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Annual performance reviews are a great opportunity to address key issues that may arise and provide feedback in a constructive manner. We can conduct it on your behalf or provide a template.
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Are you providing the right benefits for today's changing work force? Technology stipend, home office set up, health and wellness. Our audit will review all details.
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Newsletters, new benefits offerings, correspondence our team of copywriters specializes Internal communications
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Need help planning your holiday party, employee appreciation or company anniversary? Our team of experts can help with planning, budgeting and venue selection.
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Our team of marketing experts can help with you public brand identity, style guides, logos, graphic design, and web design.
WE ROCK EVENTS.
Clients
We work across industries and with teams of every size, from five-person creative studios to fifty-person agencies. Whether you're setting up people operations for the first time or fixing what's already breaking under growth, we build it right.
Frequently Asked Questions
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It depends on what your business actually needs. Some founders need ad hoc support for a specific issue. Others want an audit that tells them exactly what's missing. Others want ongoing monthly support once they know what to fix. We price based on scope, not a flat rate, because a five-person team and a twenty-five-person team don't need the same thing. [Book a call] and we'll walk through your situation and give you real numbers, not a guess.
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Yes, and this is one of the most common misconceptions we hear from founders. Fifty is the number most people have in their heads because it triggers federal requirements like FMLA. But state law usually kicks in much earlier. In California, FEHA's anti-discrimination protections apply once you hit five employees, and harassment prevention training requirements apply at that size too. Waiting until you cross 50 means you've likely been out of compliance with state requirements for a while without knowing it. HR support at 10, 15, or 25 employees isn't premature. It's the point where structure actually prevents problems instead of cleaning them up after the fact.
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California doesn't legally require every employer to have a handbook. But if you have five or more employees, you're required to have specific written policies in place, including anti-harassment and anti-discrimination policies under FEHA, meal and rest break rules, and paid sick leave policies. Once you're at that stage, an actual handbook is the practical way to have those policies documented and communicated to your team. Generic templates tend to miss California-specific rules, since the state's requirements are more extensive than federal law in a lot of areas. This is general information, not legal advice specific to your business. We build compliant handbooks as part of our process, and coordinate with legal counsel where a policy needs that level of review.
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A fractional HR consultant gives you HR experience and structure without a full-time hire. That means hiring support, onboarding, compliance, training, and the policies that keep a growing team functioning, handled by someone who's done it before, at a fraction of what an in-house HR director costs. It's built for companies that have outgrown "figure it out as we go" but aren't ready for a full HR department yet.
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Yes, we can help with that. We do have an hourly rate and can do a one-off consultation to help you through any HR issue.
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Fractional HR is not meant to replace an attorney, we have many qualified and experienced attorneys that we work with and can connect you with,
An attorney
If you hire one, they work for you and represent your legal interests specifically and can review your contracts and agreements
Conversations are protected by attorney-client privilege, meaning they're confidential.
An attorney can advise you on your legal rights, help you understand if a law was actually broken, negotiate on your behalf, or represent you in litigation or before an agency like the EEOC.
The key distinction: HR manages the employment relationship on behalf of the company. An attorney advocates for you if there's a legal question or dispute. If you're dealing with something that might involve illegal conduct (discrimination, retaliation, wage theft, harassment), it's often worth consulting an attorney in addition to or instead of relying solely on HR.