Tietoja tästä palvelusta
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.
Palvelupaketit
Voit tutustua alta osaajan luomiin valmiisiin paketteihin. Lopullinen hinta ja työn sisältö sovitaan yhteydenoton jälkeen.
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.
Palvelun ehdot
You don't need to have an HR department but an HR problem
I’m an athlete without elite status who is obsessed with new experiences and mental growth. I get energy from learning new things, sports, and travelling. My growth-minded mentality thrives in an environment where I see the good or bad results firsthand.
Over the years, I have learned to build effective teams and processes for SMB businesses by focusing on excellent communication. I have generated over 50 million euros worth of new revenue to my clients.
