Scaling HR Without Slowing Down (or Losing Your Mind)

Startups don’t magically become functioning companies overnight. But HR? HR has to grow up fast—usually around the same time someone realizes “we probably shouldn’t be sharing offer letters in Slack.”

I work with fast-growing B2B tech companies, especially the ones feeling the strain somewhere between 50 and 250 people. At that point, duct tape and good intentions just don’t cut it anymore. What used to work starts falling apart—and suddenly, people problems are growth problems.

That’s where I come in.

I help founders and leaders build HR systems that grow with them, not behind them. The goal? No drama. No bloated processes. Just the right tools, at the right time, to keep your team focused and your culture intact.

Here’s how it plays out:

🟪 Stage 1: Around 50 Employees

Get your house in order—payroll, compliance, and performance basics. It's not glamorous, but neither is an audit.

🟪 Stage 2: 50–150 Employees

Introduce feedback loops, simple development programs, and policies that make sense. Think less “corporate handbook,” more “manager survival guide.”

🟪 Stage 3: 150–250 Employees

Now it’s about building a real people strategy—internal mobility, workforce planning, and intentional culture work. Yes, that means HR actually becomes strategic (but in a good way).

I’m not here to create red tape. I’m here to cut through the noise and make sure your HR function actually helps your business grow—without needing to reinvent your strategy every six months.