Structured starting points for common, high-stakes HR situations.

Best for

Founders, business leaders, and people teams facing a sensitive termination, difficult exit, or high-stakes performance situation.

Problem solved

Poorly handled exits that create legal exposure, cultural damage, leadership distraction, or unnecessary escalation.

What's included

• —Review of the situation, documentation, and business context
• —Guidance on process, sequencing, communication, and decision discipline
• —Assessment of likely legal, reputational, and people-risk pressure points
• —A written playbook for handling the specific exit with clarity and empathy

Expected outcome

A clearer, more defensible exit process that reduces avoidable mistakes while treating people with dignity.

Commercial note

Scope, fee, and timeline are confirmed after intake. Starter Packs are structured entry offers, not a public price list.

Right when the decision is live and the cost of mishandling it is high.

Best for

Founders and early-stage leadership teams who want to build a deliberate culture before growth, hiring, and pressure create inconsistency or drift.

Problem solved

Unclear or accidental culture formation that creates mixed signals, inconsistent decisions, and avoidable misalignment as the company grows.

What's included

• —Culture code and core values working session
• —Leadership behaviours and expectations framework
• —Hiring and people decision alignment principles
• —Team norms and operating principles guide
• —Practical rollout plan to embed culture into daily ways of working

Expected outcome

A clearer cultural foundation that leaders can model, teams can recognise, and the business can scale with greater consistency.

Commercial note

Scope, fee, and timeline are confirmed after intake. Starter Packs are structured entry offers, not a public price list.

Right when culture matters more than instinct, but the business has not yet made it explicit.

Best for

Founders, CEOs, and operators who know there may be HR risk in the business but need a clear diagnostic before deciding what to fix first.

Problem solved

Hidden or poorly understood HR exposure across contracts, policies, people practices, documentation, and governance.

What's included

• —Review of current contracts, core HR documents, and selected policies
• —Diagnostic assessment of key people-risk and compliance gaps
• —Identification of immediate, medium-term, and structural risk areas
• —Written summary with sequenced next steps

Expected outcome

A clearer view of where risk sits today, what needs attention first, and where stronger operating discipline is required.

Commercial note

Scope, fee, and timeline are confirmed after intake. Starter Packs are structured entry offers, not a public price list.

Right when the business needs diagnosis and prioritisation, not guesswork.

Best for

Growing businesses that need a more defensible compliance and documentation baseline as the organisation scales.

Problem solved

Weak or missing contracts, policy gaps, and unclear compliance practices that create avoidable exposure and inconsistency.

What's included

• —Review of core employment documentation and policy coverage
• —Baseline compliance checklist tailored to the business context
• —Guidance on urgent fixes, missing documents, and sequence
• —Practical guidance on where to tighten the operating baseline first

Expected outcome

A stronger compliance foundation and a clearer path to more consistent, lower-risk people operations.

Commercial note

Scope, fee, and timeline are confirmed after intake. Starter Packs are structured entry offers, not a public price list.

Right when growth has outpaced documentation, policy discipline, or governance maturity.

Best for

Businesses that have grown beyond ad hoc pay decisions and need a more consistent philosophy for hiring, promotion, and reward.

Problem solved

Inconsistent pay decisions, negotiation-driven compensation, and weak internal logic across roles and levels.

What's included

• —Review of current roles, levels, and pay decision patterns
• —Design of a level-based compensation structure and decision framework
• —Guidance on compensation philosophy, fairness, and market alignment
• —Recommendations for using the framework across hiring, promotion, and reward decisions

Expected outcome

A clearer compensation architecture that improves consistency, fairness, and decision quality as the business grows.

Commercial note

Scope, fee, and timeline are confirmed after intake. Starter Packs are structured entry offers, not a public price list.

Right when pay decisions are starting to create friction, inconsistency, or founder dependency.

Best for

Growing businesses at an inflection point that need stronger organisational foundations, not just a fix to one isolated HR issue.

Problem solved

Misalignment between business strategy and the organisation's structure, culture foundations, and compensation approach.

What's included

• —Organisation design review and structural guidance
• —Culture foundation definition for the next stage of growth
• —Compensation framework aligned to business strategy and operating model
• —Integrated guidance for leadership, growth readiness, and people consistency

Expected outcome

A stronger people foundation for scale, with clearer structure, cultural intent, and reward design aligned to how the business needs to grow.

Commercial note

Scope, fee, and timeline are confirmed after intake. Starter Packs are structured entry offers, not a public price list.

Right when the business is moving into a new stage and needs its people model to catch up with strategy.