Signals it's time
- Founders spend hours a week on offers, policy questions and employee issues
- You're hiring in a new state or country
- The first formal comp or performance review is coming
- Offers are inconsistent and people are starting to compare
- A manager-employee situation needs careful handling
- Investors or a diligence request ask for people metrics and policies
Options by stage
| Headcount | Typical setup |
|---|---|
| 1–15 | Payroll platform or PEO; founder handles HR with good templates |
| 15–50 | PEO or payroll + broker, and a fractional Head of People |
| 50–150 | Fractional CHRO plus an HR generalist or coordinator |
| 150+ | Full-time People leader with a team; fractional for specialist projects |
Full-time HR coordinator vs. fractional leader first?
Hiring a junior HR coordinator first gets admin done but leaves strategy with the founders. Hiring a fractional leader first gets the system designed correctly; the coordinator can be added once there is a system to run.
Frequently asked questions
Is 50 employees too late for a first HR hire?
It's late but common. Expect to spend the first months fixing inconsistencies in offers, classification and policies before building forward.