Senior People leadership,without the permanent hire.
Fifteen years building People functions inside fast-growing tech businesses, now available to founders one problem at a time.
Find the right service →Pick what’s actually happening
Most founders describe a symptom. This points you at the right piece of work.
Sounds like an implementation. The risk is your data and permissions, not the software.
HiBob implementation →Levelling first, then benchmarking. You can’t price a job you haven’t defined.
Salary benchmarking & job levelling →People due diligence, early. The liabilities are cheaper to find before completion.
HR due diligence, M&A & TUPE →Fractional. Senior judgement at the days you need, without the permanent salary.
Fractional HR Director →Interim cover. Holds the function together while you hire properly.
Interim HR Director →A performance framework tied to your levels, and calibration that produces decisions.
Performance & talent reviews →Foundations. Cheapest thing on this list and the one that bites hardest when it’s missing.
HR foundations →A scoped project. Fixed fee, defined outcome, done.
HR projects →Fractional, interim, or a project?
Three different things, regularly used to mean the same thing. The difference is what you’re buying and how it’s priced.
Fractional
One to three days a week, embedded, long-term. A monthly retainer. Fits roughly ten to a hundred and fifty people.
Interim
Near full-time, three to nine months, filling a specific gap. Retained monthly. For when the seat is empty.
Project
Defined scope, fixed fee, finished. Levelling, an HRIS build, a restructure, a policy rewrite.
A permanent hire
Past a couple of hundred people the maths flips and a full-time hire earns its keep. I’ll tell you when you’re there.
Where founders usually start
Each of these is a distinct piece of work with its own scope, timeline and price. Most clients start with one and widen from there.
HiBob implementation
You’ve bought the system. Someone has to migrate the data, build the permissions and get managers using it.
Read more →CompensationSalary benchmarking & job levelling
Job families, levels and bands you can defend to a candidate and to your board.
Read more →TransactionsHR due diligence, M&A & TUPE
People risk found before completion, not after. Fifteen-plus integrations across UK, ROI, US and EU.
Read more →LeadershipFractional HR Director
A senior People leader one to three days a week, for a fraction of the hire you’re not ready for.
Read more →LeadershipInterim HR Director
Cover for a gap, a leave, or a sudden exit. In within days while you recruit.
Read more →TalentPerformance & talent reviews
A review cycle managers don’t dread, and a real view of who’s ready for more.
Read more →Getting startedHR foundations
Contracts, policies and the handbook, built once and built right.
Read more →Project workHR projects
Defined scope, fixed fee, finished. Restructures, TUPE, policy rewrites, HRIS audits.
Read more →Fifteen years, built not advised
“Miriam was able to translate between the conventions of technology people management and more traditional human resources. She helped me set up a new, ambitious hiring programme and was a big part of its success.”
Not sure which one you need?
A short call usually sorts out the difference between the symptom and the problem.
Book a call →