Onboarding
Set up access, tools, first tasks, and readiness criteria so new hires get productive with less hand-holding.
HR Business Partner as a Service
A full-time HR Business Partner is expensive.
€30,000–€50,000+Typical annual compensation — plus taxes, paid leave, downtime, and replacement costs during sick leave or vacations.
Save up to 80% on HR costs.
Discuss your HR needs ↗Set up access, tools, first tasks, and readiness criteria so new hires get productive with less hand-holding.
1:1 interviews every 6–8 weeks. A signal map and 2–3 recommendations to address issues before they affect performance or retention.
Resolve interpersonal and cross-team tensions. Establish a regular feedback cycle to keep problems from escalating.
Coordinate contract closure, access and knowledge transfer, and exit interviews to reduce disruption when someone leaves.
Offers, contract addendums, agreements, PTO and sick leave tracking — taken off founders’ and team leads’ plates.
Keep contracts, renewals, access rights, and key HR dates in one register, with clear ownership and reminders.
Coordinate payroll calendars, bonuses, leave, and contract updates with your accounting and legal teams.
Update company and leadership profiles and job descriptions so candidates understand the role, expectations, and seniority.
Prepare 1–2 technical or industry posts per month for LinkedIn and relevant platforms, reviewed and approved by you.
Monitor employer reviews, respond to negative feedback, and organise internal follow-ups.
Yes. Start with the HR tasks you need help with. We agree the scope around those needs.
That’s fine. Once the agreed task is complete, we step back. Bring us in again when something needs attention — there’s no need to keep work running just to fill a monthly schedule.
Yes, as long as responsibilities are clear and we’re not duplicating work. For example, we can review your current recruiter’s workflow, identify bottlenecks, and help redesign the process alongside your team.
As soon as we’ve completed the brief and agreed on the first steps. Where appropriate, we can agree to begin initial preparation while the contract is being finalised.
The tasks, their volume, and the level of ongoing support. We agree the scope and quote before starting.
Normally, we coordinate HR information, deadlines, and follow-ups with your accounting and legal teams. In the absence of internal teams, we can fully manage your document preparation and accounting.
Tell us which HR tasks are taking your time.
Let’s discuss the scope and cost.