Build a stronger
business.
Start with HR.

They are the three ways we work. An HR Audit reviews how your HR really runs and tells you what to fix first. HR Process Design writes down and sets up the processes, including your hiring and interview process. HR Management is experienced HR support alongside you, or day-to-day HR run for you. You can start with any one.

A free 60 to 90 minute call with an HR practitioner. We go through how each of the six areas runs today, what is written down and what is not, and what to fix first. It carries no obligation.

The HR Diagnostic is a paid two to three week review of your actual records, with a full report, a compliance risk register and a 90-day plan. Its fixed fee is quoted in writing before work starts and adjusted against your first engagement if you continue with us.

Yes, if HR has started to strain: hiring is slow, payroll needs corrections, policies are not written or managers were never trained. We work with startups and small and medium businesses across India, whether you sell to other businesses or to the public, and you can start with one thing.

No. We record a baseline before work starts and report against it, whichever way the numbers moved. We promise the work as agreed and a straight report.

The first conversation is free. The HR Diagnostic has a fixed fee quoted in writing before work starts. Other engagements are scoped after a first conversation and quoted in writing, so you know what you are agreeing to before it starts.

The software is configured around the processes you have agreed, such as approval routes, leave rules and reporting lines. We scope anything beyond that case by case. Where you need a connection to another system, our sister company GullySystem can build it, agreed with you before work starts.

Before work starts, we agree in writing what data we will receive and how we will keep it. We treat what you share as confidential. For the HR Diagnostic you send exports and copies, and we do not need access to your live systems.

We do not give legal advice or file statutory returns. We do not run payroll, supply contract staff or verify candidates' backgrounds. Reference conversations happen only with the candidate's consent. Talent acquisition for permanent roles is a separate service we do offer.

Nothing formal. Know the HR problem that worries you most, roughly how many people you employ and where. If you have policies, offer letters or an org chart, keep them handy, but you do not need to send anything.

A GullyHR practitioner replies to your requirement and runs the first conversation. We confirm who does the work, and their role, in the written scope before anything starts.

We can design processes around the tools you already use. We do not run payroll or file returns, so your payroll vendor or accountant continues to do that. We scope any system connection case by case.

Yes. We draft and review the written policies a growing company needs, from conduct and leave to data privacy, in packages of five, eleven or all thirty. We then build a plain-language employee handbook from them. Your own qualified legal adviser reviews every draft before it is issued. We do not give legal advice.

Yes. We write and advise for IT services firms, software and SaaS companies, agencies and creative studios, and for brands that hire digital talent. Typical work covers hiring, pay bands, appraisal cycles, policies and engaging freelancers and contract specialists in writing. We do not supply contract staff or freelancers.

Yes. We run workshops and multi-month programmes on communication, leadership, conflict management, emotional intelligence and more, including a manager development programme with assessment before and after.