An HR leader on retainer, at the level you need
Steady firms that want a regular touchpoint and someone to call.
- ✓ Monthly HR strategy call
- ✓ Employee issue consulting as it comes up
- ✓ Ongoing compliance monitoring
- ✓ Policy and handbook upkeep
Firms in motion — hiring, restructuring, building systems.
- ✓ Everything in Foundation
- ✓ Twice-monthly strategy sessions
- ✓ Workforce and capacity planning
- ✓ Hiring strategy and oversight on every role
- ✓ Manager and leadership coaching
Complex or fast-moving — acquisition, restructure, or rapid team growth.
- ✓ Everything in Growth
- ✓ Executive-level partnership and planning cadence
- ✓ Transition and M&A HR support included
- ✓ Compensation restructuring across the firm
- ✓ Custom scope, priority access
Month-to-month. No onboarding fee. If a retainer isn't right yet, a single project is a perfectly good place to start.
One problem, one price, one deliverable
“You want your team thinking like owners, and right now pay is a number you picked.”
- ◦ Written comp structure for every role
- ◦ Market benchmarks for your state and firm size
- ◦ Bonus and revenue-share framework
- ◦ Script for presenting it to your team
Price moves with: Headcount, number of roles, and whether partner comp is in scope.
“You're reasonably sure you're compliant, and that's the problem.”
- ◦ Written risk report ranked by exposure
- ◦ Remediation checklist in priority order
- ◦ Wage, hour, and classification review
- ◦ Multi-state gap analysis
Price moves with: Number of states and headcount are what move it.
“The cheapest way to find out whether you have a hiring problem or an org problem — before you spend $60K on the wrong role.”
- ◦ Next three hires in sequence with timing
- ◦ Compensation range for each role
- ◦ Written read on current capacity gaps
- ◦ Live walkthrough of findings
Credited in full against a retainer if you start one within 60 days.
Not sure which one you need? Start with the free Hiring Roadmap.
Try the free version →One engagement, start to finish
A solo advisor managing $110M in Western Pennsylvania came to us about her longtime client service specialist — sixteen years in the role, with no formal job description and no compensation tied to performance or growth. She wanted to reward the work and give her a real path forward, but had no way to define the role or measure it fairly.
The employee bought in immediately. She now understands exactly how her work moves the needle — she bonused in Q1 and nearly maxed out her bonus in Q2. Firm revenue is up 11.2% over the prior six months, the working relationship is stronger than it was, and the advisor runs the entire program herself, reaching out only with the occasional question.
$110M AUM solo practice · Western Pennsylvania
This was a Compensation Plan Build →The rest of what we do
Ideas are only as good as their execution
Tell us what's not working. If a project fits, we'll scope it on the call. If it doesn't, we'll say so.