We find the right people — and stand behind the result.
HR consulting for owners and CEOs. People, operations, money and automation — from closing your first role to a system that runs without you in it every day.
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Six situations where a business loses money every day.
It isn’t about people and it isn’t about you. The system is missing, and we close each of these situations.
Those who stayed carry the empty seat’s work. Then they wear out too, and one vacancy becomes two.
We close it with: End-to-end hiring with a replacement guarantee → OnboardingThe new hire left after three weeksThe money for search and training is spent and the seat is empty again. Without onboarding, one in five leaves in the first weeks.
We close it with: Onboarding and support in the first weeks → ManagementNothing gets decided without youHiring, conflicts, time off, pay. All of it waits for one person, and up to 20 hours a month go to something other than the business.
We close it with: An outsourced HR team → PayNobody can explain why salaries are what they areTwo people in the same role earn differently. The strongest notice first, and they are the first to leave.
We close it with: Grades, KPIs and a bonus policy → NumbersYou learn about losses a month laterData sits in three systems and the report is built by hand. By the time it is ready, the deal is lost and the money is spent.
We close it with: Reporting that arrives on its own → CustomersA customer wrote in the evening and bought from a competitorYour reply came in the morning; overnight they wrote to two other places. Reports don’t show it — there are just fewer sales.
We close it with: Bots and AI in processes →Four areas we take care of.
Open your area to see the services and an example from practice. The full scope lives on a separate page.
01HiringWe fill roles, from frontline positions to managers
Services
End-to-end hiring→Volume hiring for manufacturing and HoReCa→Ongoing hiring for growing teams→Search for managers and C-level→An example from practice
Service-centre chainHiring managers and onboarding- The ask
- Manager roles stayed open for months, and those who were hired didn’t stay.
- What stayed
- Reusable role profiles, an onboarding plan and a grade grid the company prices roles with on its own.
02The HR functionPeople questions stop waiting for the owner
Services
HR outsourcing: a team on a monthly retainer→HR business partner: we find and onboard your HR→Onboarding and offboarding→A team climate check→An example from practice
Automotive · 2 years of supportAn HR function from scratch and a pay system- The ask
- The team was growing, but everything from hiring to conflicts ran through the owner.
- What stayed
- In-house HR, grades and KPIs the team runs on without us.
03Pay and motivationSalaries you can explain to yourself and to the team
Services
A grade system and a bonus policy→KPIs for a department→Company org structure→Market salary analysis→An example from practice
Manufacturing · sewingPay for results instead of “it has always been this way”- The ask
- Rates had built up over years, and nobody could say what making one unit really cost.
- What stayed
- A master grade file where the owner sees how the production plan drives payroll.
04Operations and automationWhen the problem isn’t people but the system around them
Services
Process audit→Operations management and scaling→Financial model and analytics→Bots, integrations and AI in processes→An example from practice
Security · ChernivtsiGuard shifts in Telegram- The ask
- A dispatcher phoned the sites every morning, and what happened at a post overnight surfaced the next day.
- What stayed
- Who is on post, whether the round is done and the shift is closed is visible in real time, and the timesheet rests on facts.
Let’s start with a 30-minute conversation.
We’ll look at your situation, name the risks and calculate what the current state costs you. No obligations.