HR Infrastructure
CRITICAL HR SYSTEMS OVERHAUL
Description: Rescuing a scaling tech startup from legal and operational chaos by building a full HR department in 14 days
Year :
2026
Industry :
Tech / Software
Client :
Fast-Growth SaaS Startup
Project Duration :
2 weeks
Problem :
A startup that jumped from 5 to 40 employees in two months was operating with zero contracts, no payroll structure, and no legal compliance. They were one labor dispute away from a massive lawsuit, and employee turnover was beginning to spike due to the lack of structure.
Solution :
I implemented a "Sprint" HR model. Week 1 was dedicated to legal stabilization (contracts and compliance). Week 2 was dedicated to operational automation (HR software setup and policy handbooks). I worked directly with the CEO to ensure the new systems didn't kill the company's "startup energy."
Challenge :
The organization was in "firefighting" mode. I had to audit every existing employee, draft legally compliant contracts, set up an automated payroll/attendance system, and establish company policies without slowing down their rapid daily operations.
Summary :
In just 14 days, the company went from "operational risk" to a "fully structured organization." Employee retention stabilized immediately, and the founders were able to focus back on product development, knowing their legal and team infrastructure was bulletproof.
More Projects
HR Infrastructure
CRITICAL HR SYSTEMS OVERHAUL
Description: Rescuing a scaling tech startup from legal and operational chaos by building a full HR department in 14 days
Year :
2026
Industry :
Tech / Software
Client :
Fast-Growth SaaS Startup
Project Duration :
2 weeks
Problem :
A startup that jumped from 5 to 40 employees in two months was operating with zero contracts, no payroll structure, and no legal compliance. They were one labor dispute away from a massive lawsuit, and employee turnover was beginning to spike due to the lack of structure.
Solution :
I implemented a "Sprint" HR model. Week 1 was dedicated to legal stabilization (contracts and compliance). Week 2 was dedicated to operational automation (HR software setup and policy handbooks). I worked directly with the CEO to ensure the new systems didn't kill the company's "startup energy."
Challenge :
The organization was in "firefighting" mode. I had to audit every existing employee, draft legally compliant contracts, set up an automated payroll/attendance system, and establish company policies without slowing down their rapid daily operations.
Summary :
In just 14 days, the company went from "operational risk" to a "fully structured organization." Employee retention stabilized immediately, and the founders were able to focus back on product development, knowing their legal and team infrastructure was bulletproof.