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HR for Start-ups

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About Us

Employee and HR focus could be different in every phase of organizational life cycle. One of these phases is introduction phase / start-up phase which is totally different from the other phases and require an understanding of start-ups companies and how they work and develop. This prompted us to design several solutions designed specifically to fit their needs.

Bouquet of services provided:

  • Design flexible systems, manuals and work rules to suit the nature of start-up companies.
  • Support hiring process with various types of selection criteria, assessments and tools to identify best talents.
  • Create a very simple performance management & appraisal system.
  • Improve the internal environment and enhance team culture.
  • Design systems to develop and motivate employees.

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We provide human resources service for start-ups which include:

  • Being the trusted strategic HR partner to virtual CHRO
  • A qualified consultant combining experience in human resources and knowledge of the characteristics of start-ups to develop human resources plans and work as a facilitator and management advisor.
  • Weekly visits / virtual to carry out the executive tasks and follow-up the progress of HR plans.
  • A monthly meeting to discuss past achievements and next month plans & KPIs for HR.
  • We can play role of HR BP and CoE for all HR functions
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Some specific examples of high impact work done till now – a case study (detailed note enclosed separately)

  1. Engaging Candidates: Offer to Joining: this increases the offer hit rate and increases productivity by getting the candidate ready by the time that they join
  2. Psychological breach: Study : This happens when an employee feels that the role that they are recruited for is different from role that it actually turns out to be , this is true for start-ups who are in high growth phase and expectation is everyone steps up.
  3. Crucial conversations with talent: We feel in growth phase founders and managers are busy expanding, therefore the regular conversations on engagement can be handled by our coaches and leaders. This helps in raising a red flag before a person is disengaged
  4. Quality of Hire Metric: for this organisation that are on fast growth trajectory, we facilitate this metric and thus ensuring quality people get hired in the organisation as organisation grows.
  5. Entry Level talent Strategy: this is important but never urgent, this works at creating an entry level bench which our team strategies and hires. We also work to make them productive at an accelerated pace.
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