Make room for
your team to grow.
Practical HR consulting, policies, training and software for growing businesses. Bring clarity to hiring, pay and people management—one useful change at a time.
For growing businesses.
Across India.
can actually follow
owners and HR teams
against your baseline
What would you
like to work better?
You don’t need an HR brief. Start with the challenge closest to your business, and explore the support behind it.
What would you like to improve?
Your starting point
HR Process Consulting
Hiring, onboarding, payroll inputs and exits, written down
We trace how each process runs today, design the version that should run, write it down and hand it over, so it works the same way whoever is on leave.
- Hiring, onboarding, attendance and leave, payroll inputs, exits
- Process audits and written SOPs
- Statutory obligations with an owner and a due date
- Handover to the people who will run it
Your starting point
Organisation and People
Structure, pay, performance, managers and succession
For the point where the founder can no longer hold everything together: how you are organised, how pay is set, how performance is judged and who leads.
- Organisation design and decision rights
- Pay benchmarked by role and city, with bands
- Goals, reviews and incentive design
- Manager development and succession planning
Your starting point
HR Management Services
A senior HR practitioner working alongside your team
Our consultants work with your team on strategy, policy, compliance and the HR decisions that need an experienced person, for as long as you need them.
- HR strategy and workforce planning
- Policies and governance
- Compliance framework and calendar
- Fractional HR leadership
Your starting point
HR Policies
Written policies and an employee handbook, ready for your legal adviser
Most growing companies run on rules that live in people's heads. We draft and review the policies you need, in one structure, with the choices that belong to you settled first.
- 30 policies, from conduct and leave to data privacy
- Packages of five, eleven or all thirty policies
- A plain-language employee handbook built from them
- Reviewed by your own legal adviser before issue
Your starting point
Soft Skills Training
Training for managers and teams
Workshops and programmes on communication, leadership, conflict, emotional intelligence and time management, built around situations your teams actually face.
- Leadership and people management
- Communication and conflict management
- Interviewing skills for managers
- Custom programmes for your teams
Your starting point
HR Software
One system instead of six spreadsheets
Employee records, attendance and leave, payroll inputs, performance and exits in one system, configured to the processes you have agreed.
- Employee records and self-service
- Attendance, shift and leave
- Payroll inputs and performance
- Reports your owner and managers can read
Your starting point
Hiring and HR Services
Recruitment, executive search and day-to-day HR, run for you
When the work needs doing, not only designing: we find candidates, run recruitment for you, search for senior leaders and take on day-to-day HR operations, each scoped in writing.
- Talent acquisition and IT or specialised recruitment
- Recruitment process outsourcing
- Executive search, handled in confidence
- Outsourced HR management for day-to-day operations
Less firefighting.
More clarity.
Fix the part of HR that is holding you back. Each engagement starts with a clear scope and a baseline.
Hiring takes too long and the wrong people join
A vacancy sits open for weeks because nobody owns the funnel. Someone joins who looked right in one interview and was never tested on what the job needs.
Hiring processPayroll and statutory errors (PF, ESI, PT)
Inputs arrive late, corrections follow the run and a return goes in after its date because nobody owned it. Each obligation needs a due date and a named person.
Payroll processNo written policies, so every case is decided by the founder
Each leave dispute, notice period and exception comes to one person, because there is nothing written to decide it by. Two managers answer the same question differently.
HR policiesManagers promoted without training
The best performer became the manager, and nobody taught them to set goals, run a review or have a hard conversation. They now do two jobs, badly.
Manager developmentSalaries set by negotiation, not structure
Offers follow whoever bargained hardest. Nobody can explain why two people in the same role earn different amounts, and the next hire is priced from scratch.
Pay structureAttrition nobody measures
People leave and the reasons are guessed. Nobody can say which team, which manager or which month the leaving clusters in, so nothing changes.
Attrition managementDifferent teams.
Different HR needs.
Bench time in an IT firm. Utilisation in an agency. Skills on a factory floor. Shift rosters in a hospital. Start with guidance that reflects the way your business runs.
Find your business typeIT services and software
Hiring, bench, appraisal cycles and growing delivery teams
SaaS and product companies
First HR hire, pay, and managers who grew up as engineers
Agencies and creative studios
Utilisation, junior retention and creative performance
E-commerce and D2C brands
In-house or agency, first hires and peak-season cover
Manufacturing
Shop-floor skills, attendance and people processes
Healthcare
Care teams, shifts and dependable staffing
Explore all industries
Find the context that fits your team.
Growing from a few freelancers
to a real team.
IT services firms, software and SaaS companies, agencies and studios, and the brands that hire them. Practical guides and a calculator you can use today.
Freelancer or full-time hire?
Compare the yearly cost with your own figures and see the break-even hours.
Try the calculatorWhen to put a freelancer on payroll
A decision guide for small businesses that have grown around a few specialists.
Read the guideThe first HR policies for an agency
Which policies a 10 to 50 person agency or studio needs first, and in what order.
Read the guideStaff at a client's office
HR rules for IT services teams deployed at customer sites.
Read the guideA clear path from
problem to progress.
Start with one conversation. Agree what matters, put the right process in place, and give your team a way to keep it working.
- 01
Understand your business
In a free 60 to 90 minute conversation, we discuss the work, the people and the HR issue that needs attention first.
- 02
Agree a practical plan
We record the baseline and agree the scope, responsibilities and fee in writing. You decide how you want to proceed.
- 03
Build it with your team
Put the process, training or software into practice. Review what changes against the baseline and hand over a way of working your team can use.
A little clarity.
At your fingertips.
Practical guides and working templates to help you take the next step.
HR insights & guides
Understand the people processes behind a growing business.
Explore the guidesHR policy library
What each of 30 policies must cover, the decisions to make and a sample outline.
Read the policy guidesReady-to-adapt templates
Start with a checklist, a letter or a process you can make your own.
Browse free templatesPractical HR calculators
Gratuity, notice pay, CTC and freelancer vs full-time cost, with clear inputs.
Explore the toolsA 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, 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.
Yes. The software is configured to the processes you have agreed, including your approval routes, leave rules and reporting lines. Where you need it to connect to other systems, our sister company GullySystem builds integrations.
Yes. Data is encrypted at rest and in transit, stored in the Singapore region, and handled under the DPDP Act 2023.
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.