solutions.

  • Startup Advisory

    • Founder and CEO one-on-one advisory support and guidance

    • Connections to VCs and angel investors in Australia and the US

    • Financial hygiene: forecasting, burn rate analysis, runway planning, and headcount projections

    • Expand your network through Accelerator Programs: Startmate, Techstars, and Giants

    • Prepare your business for scaling and fundraising readiness

    • Pitch deck review and optimisation.

  • Fractional Executive HR Consulting

    Flexible and customised interim solutions designed for startups, Venture Capital and Private Equity portfolio companies that require Executive HR expertise and/or project-specific assistance, without the commitment of having a full-time hire.

    This model covers a wide range of services, including:

    • Strategic HR guidance and project execution

    • Performance Management and complex people matters

    • On-demand support and training (e.g., rolling out responsible behaviour initiatives)

    • Business planning, such as OKR setting, forecasting, burn rate & runway analysis and headcount planning

    • Executive and Senior Leadership coaching, development and mentoring

    • Defining and implementing company vision, values and goals.

  • Australia and USA

    • Guidance on entity and operational setup in the US and Australia (LLC or ABN).

    • Initial advice on business structure for the US and AU, covering HR, payroll, finance, and compliance.

    • Support with employee contracts and local labor law compliance.

    • Assistance with technology implementation, including Greenhouse, Deel, Remote, Employment Hero, and LinkedIn Recruiter.

    • Access to established partnerships with firms specialising in accounting & tax, legal services, and recruitment.

  • Projects are customised to meet individual requirements

    Compensation Strategy: salary analysis and review, industry-specific benchmarking, ESOP frameworks, and tokenomics design

    Organisational Design: review of org charts, leadership evaluation, individual role assessment and creation of hiring plan for critical roles

    Respect in the Workplace Workshop: provides leaders with the expertise and knowledge required to lead, cultivate and maintain a positive workplace environment, where employees feel safe, valued and respected

    Leadership Development: coaching and mentoring (leadership fundamentals training, 1:1 founder support, executive coaching)

    Technology Implementation: research, selection and integration of recommended HRIS, ATS and payroll systems that enhance efficiency and streamline operations.

  • Coaching Overview

    This Program is designed to support leaders at all stages of their business journey and provides real-time learning, through the transfer of knowledge and experience.

    Developmental coaching enhances leadership effectiveness by providing an honest reflection and continuous feedback loop to the participant. Our approach involves real-time coaching to ensure that no aspect is overlooked, addressing all relevant emotional and cognitive challenges as they arise.

    Through the coaching relationship, we create a transformative space that allows individuals to discover and embrace their unique leadership style, enabling them to make a greater impact and contribute more effectively to the organisation.

    Benefits of Coaching

    • Understand how to develop flexibility in leading beyond currents style and preferences

    • Leverage existing strengths that can be utilised and transferred to the current team, while cultivating awareness of potential overuse of behaviours that may become potential liabilities

    • Awareness to identify personal blind spots and behaviors to increase leadership effectiveness.

    Potential Areas for Coaching

    • Explore the foundational elements of leadership and influence

    • Gain insight into current leadership styles, behavioral preferences, and their impact

    • Build and strengthen leadership competencies in alignment with organisational values and individual roles.

    Coaching Structure and Commitment

    • Synergy Session with the Client to assess the compatibility between the Coach and Client and understand any challenges and desired outcomes

    • Alignment Session with the Client and Executive Sponsor to understand the company culture and any team dynamics, explore ideal outcomes, development opportunities and potential ongoing support  

    • Coaching Sessions - 6 to 8 coaching sessions held fortnightly or monthly, via Zoom or in person. Each session lasts up to 90 minutes

    • Review Session final review with the client and executive sponsor to evaluate the progress and outcomes achieved at the end of the coaching program.

  • HR Diagnostic Review 

    Ideal for companies that are scaling up, recently funded, navigating a sale or acquisition, operating without an HR team, managing globally dispersed teams or seeking a targeted review of a specific HR area (e.g. Performance Management, Policies & Procedures).

    This solution provides a thorough and detailed analysis to enhance your People and Operations function with clarity and precision, effectively mitigating risks and ensuring your HR compliance is current and robust.

    Our comprehensive HR Diagnostic Review features a structured audit process to verify your organisation meets all legal and regulatory requirements, improves operational efficiency and enhances the employee experience, all while striving toward HR best practices. 

    These proven methodologies can be tailored to suit your organisation’s size, industry, culture, and individual requirements.

    Scope

    Collaborate closely with the CEO and Senior Leadership to identify the key areas for review.

    Typical areas of focus include:

    • Employee Relations

    • Performance Management

    • Onboarding and Offboarding

    • Policies and Procedures

    • Diversity, Equity, and Inclusion (DEI)

    • Compensation and Benefits

    • Global Workforce Management

    • Employment Contracts

    • Technology, Systems, and Processes.

    Action Plan

    • Detailed audit report including data analysis, identified gaps and the proposed Action Plan

    • Prioritisation of any issues, based on their impact to the business and employees

    • Recommendations and actionable steps to address gaps and inefficiencies.

    Executive Summary

    • High-level summary of the audit findings for presentation to leadership and the board, highlighting key areas of risk or concern, along with recommendations.

    Next Steps

    • A detailed 12-month HR roadmap outlining the timeline and steps for implementing the proposed changes.