Consulting Services

HUMAN RESOURCES CONSULTING

Building Compensation, Structure, and Culture That Scale

For founders and operators scaling a services or professional business, growth exposes the same three gaps every time: pay structures that no longer fit the team, roles that were never formally designed, and a culture that hasn't kept pace with headcount. I help companies close those gaps before they become retention problems.

PILLAR ONE

Compensation Strategy & Design

Compensation frameworks that reward the right behavior — for employees, contractors, and hybrid roles alike — while protecting margin and firm ownership of clients and delivery.

— Base, bonus, and incentive design for W2, 1099, and hybrid roles

— Gross-margin and utilization-based incentive models for services businesses

— Sales, scoping, and project-success bonus structures with appropriate caps

— Classification risk review to keep contractor arrangements defensible

— Market benchmarking by role, seniority, and geography

PILLAR TWO

Role Infrastructure & Org Design

The organizational scaffolding that lets a company add headcount without losing clarity on who owns what — critical as firms move from founder-led delivery to layered teams.

— Job architecture, leveling, and title frameworks

— Reporting lines and decision rights for practice leads and managers

— Career ladders and promotion criteria that reduce ad-hoc negotiation

— Documentation of role scope to preserve firm ownership of clients and delivery

— Org design for practice or business-unit stand-up (new service lines, new markets)

PILLAR THREE

Experiential Benefits at Scale

Benefits and culture programs that stay authentic and cost-controlled as the team grows past the point where founders can personally shape every employee's experience.

— Non-cash and experiential benefits design (flexibility, development, recognition)

— Scalable onboarding and milestone programs that preserve culture past 20-50-100 people

— Total rewards statements that make full compensation visible to employees

— Budget-conscious perk architecture calibrated to company stage and margin

HOW ENGAGEMENTS TYPICALLY WORK

DIAGNOSTIC

DESIGN

IMPLEMENTATION

Review current comp, roles, and benefits against growth stage and market data.

Written recommendation with 2-3 practical, ranked options and trade-offs.

Rollout support, manager talking points, and check-ins after go-live.

Let's talk about where your team is headed and what needs to be in place before it gets there.