In a growth company, HR is usually somebody's third job. Normally the founder's. It shows: hiring drags on for months, the job ad is copied from a competitor, onboarding is a calendar invite and a laptop, and the new person spends the first month working out what good looks like.
Then the hire does not work out, and everyone calls it a hiring mistake.
I have been involved in over 1 500 hires across 300 companies. It is rarely a hiring mistake. It is a profile mistake. The profile was written on gut feel instead of on how the business actually makes money, so the interviews measured the wrong things and the decision came down to who was most likeable in the room.
I work hands-on and part-time. I am a poor fit for corporate process and a good fit for a company that is growing faster than its systems.
This is a road with three stages. You can enter at any of them.
STAGE 1: SOLVE THE THING THAT IS STUCK RIGHT NOW
A hire you are unsure about. An interview panel you want to run properly. A difficult conversation you want to be prepared for before you have it. Buy a few hours, get it handled.
→ Hourly, 120 €/h, minimum 2 hours
STAGE 2: FIX HOW YOU HIRE FOR ONE ROLE
We take one role, usually a salesperson, and build the whole thing properly: profile from your business model, job ad, interview script, scorecards, behavioural profiling for the shortlist, and a first 90-day onboarding plan. You keep the system and run the next one yourself.
→ Hiring setup for one role, 1 900 €
STAGE 3: HAVE HR CAPACITY WITHOUT HIRING HR
Part-time HR that handles what is in front of you each month. Hiring, onboarding, documentation, employer brand, coaching your team leads. Start light, scale only if it earns it.
→ Interim HR, 700 €/day
WHERE TO START
If one specific thing is on fire, stage one. If you are about to hire and want it done right, stage two. If it is never just one thing, stage three.
Tell me what is stuck, and I will tell you which one you need, including if the answer is that you do not need me yet.
Who this is for: companies of 10 to 100 people with no HR function, and founders doing hiring on top of everything else.
Hinnoittelu
Esimerkkejä hinnoittelusta. Lopullisesta hinnasta ja työn laajuudesta sovitaan, kun olet ottanut yhteyttä freelanceriin.
Hourly HR manager 120 €/h
For the specific thing in front of you right now.
What this covers
General HR processes.
A second opinion on a candidate you are unsure about, before you make an offer you cannot take back.
Running or sitting in on an interview panel, so the questions measure something and the decision is not a personality contest.
Writing a job ad and a role profile that describes the actual job rather than a wish list of twelve years of experience in five different disciplines.
An onboarding plan for one role, so the first 90 days are designed instead of improvised.
Preparing a difficult conversation: underperformance, a pay discussion, a restructure, a person who was promoted into the wrong job.
Reviewing your existing hiring process and telling you where it leaks.
How it works
You describe the situation in a message. I tell you how many hours it needs before you commit, and if it needs one hour, I will say one hour. We book the time, I do the work, you get what we agreed.
What it takes from you
A written brief or a 20-minute call, depending on the task.
Best for: founders who need a specific decision handled well and do not want a retainer.
hinta alkaen240 € / projektiHiring setup for a role
One role, built properly, so the system stays with you afterwards. This works for any role where a bad hire costs you 6+ months or grey hair, and wasted resources.
What happens
We start with the business and the culture, not the job. What does this person need to produce, in what timeframe, for the hire to have paid for itself? What does your sales model actually demand: hunting new logos, farming existing ones, long technical cycles, high volume? Those are different people and companies routinely hire one while needing the other.
From that I write the role profile, which is the document everything else hangs off.
Then the hiring process. The job ad, written to attract the person described in the profile rather than everyone. Where to post it and where not to bother. An interview script with the questions that actually predict performance for this role. Scorecards, so two different interviewers assessing the same candidate reach a similar verdict instead of comparing impressions.
For the shortlist, behavioural profiling. This is where you find out whether the person who interviews brilliantly actually works the way the role needs, which is not the same thing and never has been.
Finally the first 90 days: what the new hire does in week one, month one, month three, and the numbers that tell you early whether this is working. Most companies discover a bad hire in month six. This is how you know in month two.
What you get
The role profile, the job ad, the channel plan, the interview script, the scorecards, the profiling for shortlisted candidates, and the 90 day onboarding plan.
All of it written down and yours. The next hire you run without me, which is the point.
What it takes from you
A 90 minute session at the start, a review round on the profile and the ad, and your time in the interviews themselves. I can sit in on interviews as an extra, billed hourly.
Best for: a company making its first serious sales hire, or one that has hired two salespeople who did not work out and does not want to make it three.
hinta alkaen1 900 € / projektiInterim HR 700 €/day
Part-time HR capacity for a company that is not ready to hire someone full-time.
What happens
At the start of each month, we agree on the priorities in a 60-minute call. Then I work through them and report at the end of the month on what I did. Eight hours is not a lot, which is exactly why we agree on what matters first rather than spreading it thin.
Typical months look like this. One month is a hire: profile, ad, screening, interviews, decision. Another is onboarding: building the path so the next three people arrive into something designed.
Another could be the unglamorous documentation about company culture and how to improve it.
Another could be coaching your team leads, who were promoted for being good at the job and never taught how to run people.
Employer brand and candidate experience sit across all of it. How you treat the team decides how easy your next hire is.
What you get
Senior HR work, aimed at whatever you decide matters most.
A monthly written summary of what was done and what I recommend next.
Access between calls for short questions, within reason.
What it takes from you
The 30-minute call at the start of each month and reasonable responsiveness when I need a decision from you.
How it usually goes
Most clients start here and either scale up when hiring picks up, or scale down to hourly once the systems are running and there is less to do. Both are fine outcomes. This is not designed to become permanent, and I will tell you when you have outgrown it and should hire someone in-house.
No long contract. Cancel with 30 days' notice.
Best for: companies of 10 to 100 people where HR keeps landing on the founder or the office manager, and it is starting to cost you.
hinta alkaen700 € / projekti
Palvelun ehdot
You don't need to have an HR department but an HR problem
