Built in four phases.

Every engagement starts in the same place and moves through the same four phases. The order matters. Skipping Foundation means Systems leaks. Skipping Systems means Culture is just a vibe. Skipping Culture means Scale breaks the team.

§ The Framework

How the work moves, in order.

Built in four phases.

Phase 01Weeks 1 to 3

Foundation

The non-negotiables. Compliance, employment basics, the paperwork that keeps you out of court. Boring, necessary, finished in weeks.

01 / 04

Phase 02Weeks 4 to 8

Systems

Hiring, onboarding, performance. The repeatable machinery so you stop reinventing the wheel every fifth hire.

02 / 04

Phase 03Ongoing

Culture

Rituals, feedback, the way disagreement works on your team. The stuff candidates ask about and most founders fumble.

03 / 04

Phase 04As you grow

Scale

Manager enablement, leveling, comp bands. The infrastructure that holds as headcount doubles, without quietly killing what made you good.

04 / 04

Inside each phase

What we actually do, week to week.

The same four phases, in detail.

/01Weeks 1 to 3

Foundation

Compliance audit and policy review
Employment basics, contracts, classification
Benefits, payroll, and time-off review
Document retention and access controls

/02Weeks 4 to 8

Systems

Hiring pipeline and scorecards
Onboarding through 30/60/90
Performance and feedback cadence
Manager toolkit, first version

/03Ongoing

Culture

Rituals: how we start, how we close, how we disagree
Feedback infrastructure beyond reviews
Career conversations as a default, not an event
Culture documentation that earns its keep

/04As you grow

Scale

Leveling and compensation bands
Manager enablement at the next headcount
Calibration and equity practice
Comms norms for a distributed team

Start the work

Where in the framework are you stuck?

Tell me which phase feels right, or describe what’s breaking. I’ll tell you where to start.

Start a conversation See engagement options