See who owns what, and who delivers.
GROW gives you the structure without the headcount: an ENGAGƎ consultant writes the roles, the grades and the goals inside your workspace, then hands it over. Goals trace back to jobs, so performance becomes a conversation about the work.
Sounds familiar?
Everything routes through you.
Approvals, escalations and hiring calls land on your desk because ownership was never written down anywhere.
Busy is not the same as delivering.
Everyone has a full week. Nobody can point at what each role is accountable for finishing this quarter.
Pay gets negotiated, not set.
Offers are made role by role, and the only ranges that exist are the ones in your head.
What you get
Roles, pay and performance — written once.
Enough structure to answer the three questions you get asked most, and nothing you have to hire someone to maintain.
How the engagement runs.
01Diagnose
One call to see the shape of it.
We map the reporting lines you actually run on and score them against the HR audit. You see the gaps before you commit to anything.
First call
02Build
Roles written, goals attached.
A consultant builds the org chart, the job profiles and the grades inside your workspace, then sets goals that trace back to each job.
2–4 weeks
03Transfer
Hand it to your first HR hire.
They inherit a working system with roles and an audit trail instead of a shared drive. The consultant stays on call.
Then it’s yours
Your quote separates the two: modules are priced per employee, per month, and the GROW engagement is scoped to your headcount. Running it afterwards needs no HR headcount.
See pricingYou do at first, with a consultant beside you. It is built so a founder or an ops lead can run a cycle, and your first HR hire inherits it intact.
Get your HR right, once.
Bring the org chart you have today. In one call we’ll show you where it breaks, and what it looks like when it’s alive.