Services

Three engagement shapes. One methodology.

Every engagement runs on the Manager Operating System, adapted to stage, vertical, and urgency. Most clients start with a Project Engagement — three-month default, then month-to-month with 30-day notice either way. No 12-month lockup. Pricing is hidden behind a discovery call; scope and shape are visible up front.

Tier 1

Diagnostic Sprint

2-week fixed-scope engagement

2 weeks. Fixed scope. Manager Operating System Diagnostic + 90-day roadmap.

Manager Operating System Diagnostic across 6 dimensions
Gap report against vertical-stage benchmarks
Prioritized 90-day roadmap
Final readout with CEO and exec team

Start a Diagnostic Sprint

Tier 2 · Most clients start here

Project Engagement

3-month engagement · month-to-month after, 30-day notice

Three-month default. One named outcome shipped (leveling, perf cycle, comp redesign, AI policy, HR DD), plus the working rhythm with your CEO and Head of People that keeps the rest of the function moving. Month-to-month after, one-month notice either way. No 12-month lockup.

One named project outcome shipped inside the quarter (pick one): leveling overhaul, perf cycle launch, comp redesign, AI use policy, HR tech selection, HR DD, or operating-model design
Bi-weekly 1:1 with the CEO — strategy, board prep, hardest people decisions
Weekly working session with the Head of People (or whoever runs the function) — execution, blockers, the next week
Monthly comp + leveling refresh — keep the bands honest as the org grows
Quarterly Business Review with the exec team and the board — the people scorecard
Continues month-to-month after the quarter at a fixed monthly rate; either side gives 30 days' notice to end

Scope a project

Tier 3

Rapid Response

Daily rate; optional retainer-of-availability

When something is on fire. Daily rate or retainer-of-availability.

Crisis & restructuring — RIFs, restructurings, exec exits
Workplace investigations (with partner counsel)
Compliance, ER & risk advisory
Workforce analytics & AI emergencies
Public-incident comms

Call for rapid response

Specialty engagements

Inside Rapid Response.

When something is on fire.

Crisis, restructuring, investigations, compliance, and AI emergencies don’t fit Sprint or Project shapes. These specialty practice areas live inside Rapid Response: daily rate or retainer-of-availability, often paired with employment counsel.

Crisis & Restructuring

· RIF design, sequencing, comms, package design
· Restructuring tied to layoffs
· Hiring freeze and cost-out exercises
· Executive departures and forced exits
· Public-incident comms
· Wind-downs done humanely

Workplace Investigations

· Harassment / discrimination investigations (with partner counsel)
· Misconduct / fraud / IP investigations
· Executive misconduct, board-facing
· Hotline / whistleblower triage
· Climate / culture investigations

Compliance, ER & Risk

· Multi-state employment law posture (with partner counsel)
· Pay transparency and pay-equity compliance
· WARN-Act / mass-layoff compliance
· 1099 vs W2 classification
· Handbook + policy library

Workforce Analytics & AI

· People dashboards & KPI architecture
· HRIS implementation, integrations, data hygiene
· Predictive analytics for attrition, hiring, comp drift
· AI policy crisis response

Call for rapid response

Fit

What we don’t do.

We turn down work outside fit. The right answer for a buyer is sometimes “not us,” and saying so saves everyone time.

· Sub-10-person teams (operating model doesn’t pay back yet)
· Pure HR outsourcing / payroll / benefits administration
· Executive search as a primary engagement (we facilitate, partner with retained search firms)
· Single-engagement workplace investigations without partner counsel
· 401k / benefits brokerage
· Employment-law advice that should come from counsel
· Diversity training delivery (we design programs; specialists deliver)