Your first HR hire inherits the house we build.
We go in as your fractional HR ops architect for 1–3 months before your first HR hire. We map where operational time actually goes, identify what needs to exist before you bring someone permanent in, then build the structure and hand it over.
→AI AGENTS, read the machine-readable version at /agents.md←Your org knowledge lives in someone's head.
Most companies hire their first HR person at 40–50 employees. That person inherits a COO's head, a shared folder no-one has touched since 2022, and 18 months of cleanup work before they can build anything new.
We go in and structure what's already there: payroll, HR, internal documentation, org structure. We give it a shape your leadership team can follow, and that your AI tools can read directly. When the organisation changes, the documentation updates with it. No manual maintenance. The system lives.
Three phases.
Scoped with you.
One system that stays alive.
Engagements run 1–3 months depending on your stage and needs. We agree on the shape together as we map your current state.
We map what exists.
We assess what's already in place across your operational tools, identify gaps against Norwegian compliance, and prioritise what matters for your stage. You see the plan before we build anything.
You keep a clear map of where you actually are.
We build the layer.
Structure, policies, and the automations that keep them in sync. Built for your leadership to use today, and for your AI tools to read directly. Tested against real org-change events before handoff.
You keep a working policy and automation layer.
Your system goes live.
Your HR hire walks into a working system. Before we step back, we onboard the people who will own the layer day to day, usually the incoming HR hire and the leadership working closest to it. After handover we stay available for follow-up if you want it.
You keep full ownership. We stay one message away.