The problem
A growing company adds people faster than it adds processes. Hiring is done in a hurry, managers become managers because they are technically strong and nobody teaches them the new job, and the rules on roles, goals and compensation stay the same as when you were a small team. As long as everything works you don't notice; when things start to slow down, it isn't clear where to begin.
The Check-up People is for this: knowing where to look before deciding where to invest.
What it is
A clear snapshot of the state of the company across 6 People areas, built by listening to the company leadership, the managers and the people. Not an audit and not a judgement: a shared picture to start from. I lead it myself, with the experience of having built People functions from scratch in fast-growing companies.
The 6 areas I analyse
Organisation, roles and culture
Who does what, how decisions are made, what company you are becoming.
Recruitment and onboarding
How people join and how quickly they become productive.
Managers and leadership
Whether those who lead teams have the tools to do it.
Performance and development
Goals, feedback and people development.
Engagement and retention
Why people stay, or leave.
Compensation
Criteria and internal consistency, without improvisation.
How it works (3 weeks)
01
Intro call (30 minutes, free)
We figure out together whether the Check-up makes sense for you.
02
Kick-off with leadership
I listen to the leadership's vision and we agree on what they want to see.
03
Interviews with managers and people
I gather facts from the inside, confidentially.
04
Report and debrief
I present what emerges and what could be done, area by area.
What you get
A complete snapshot across the 6 areas.
The three priorities to tackle in the next 90 days.
A 12-month plan: each action has a name, a duration and an estimated effort, so you know what is needed and what it costs, if you decide to continue with me. No obligation.
Who it's for
For growing companies: if headcount has grown or you have open positions, now is the right time. It works both where there is no HR function and where there is one but an outside perspective is needed.