Before the next hire. Before the next raise. Before the audit finds you first.
The Organizational Performance Assessment™ delivers the same depth of insight as a $2,000 professional HR audit. Personalized to your company size, industry, and regulatory profile. In as little as 8 minutes.
Founders and executive teams use it to understand where they’re exposed, what it’s costing them, and what to fix before it becomes a liability, a turnover crisis, or a due diligence problem.
The people infrastructure question every investor, acquirer, and board member eventually asks.
Most founders don’t realize they have a people infrastructure problem until it surfaces during due diligence, a leadership departure, or a regulatory audit. By then the cost is real: valuation adjustments, retention crises, or compliance exposure that should have been caught 18 months earlier.
The Organizational Performance Assessment™ is the diagnostic that closes that gap. It reads your organization the way a senior advisor would, calibrated to your exact size, industry, and regulatory footprint. The report doesn’t produce a generic score. It produces a specific, prioritized picture of where you stand, and what it costs you to stay there.
M&A-ready output. Due diligence-focused findings. Written in language your board can read and your leadership team can act on.
Request Your Assessment →Five dimensions. Every one tied directly to valuation, retention, or operational risk.
Compliance Exposure
Compliance gaps don’t stay invisible. They surface during audits, acquisitions, and lawsuits, usually at the worst possible moment. This dimension identifies classification risks, documentation gaps, and regulatory obligations that are silently accruing liability before anyone has named the problem.
The dimension most likely to surface findings that directly affect company valuation. Critical or At-Risk scores here are the first thing a buyer’s counsel and an OFCCP auditor will find. The report names the exposure and what it takes to close it.
Leadership Capacity
Every hour you spend resolving a people problem your managers should have handled is an hour not spent on revenue, strategy, or growth. This dimension measures whether your management layer is an asset or a bottleneck, and quantifies what it’s costing you either way.
Leadership teams that score Developing or below here typically absorb 5 to 10 hours per week in avoidable people escalations. The report identifies the specific gaps and the fastest path to reclaiming that capacity.
Systems Infrastructure
Undocumented processes don’t just create operational friction. They create key-person dependency, onboarding failures, and the kind of institutional knowledge loss that compounds every time a senior employee exits. This dimension maps the gap between the infrastructure you have and the infrastructure your next stage of growth requires.
Investors and acquirers evaluate whether a company can scale without its founder. Weak scores here signal key-person risk and operational fragility. The report tells you specifically what to build and in what order.
Culture Integrity
Replacing a mid-level employee costs 50 to 150 percent of their annual salary. Replacing a senior leader costs more. Culture misalignment is the most expensive invisible cost in a growing company. This dimension identifies the gap between the culture your leadership describes and the one your employees are actually experiencing.
A Critical or At-Risk score here predicts elevated voluntary turnover within 6 to 12 months. The report surfaces exactly where the trust breakdown is occurring and what it will take to close the gap before your best people name the exit.
Change Readiness
The companies that break during rapid growth, leadership transitions, or market disruption don’t break because of the change itself. They break because the organizational infrastructure underneath the change wasn’t built to absorb it. This dimension tells you whether yours is.
Particularly relevant ahead of a fundraise, restructuring, acquisition, or rapid headcount expansion. The report identifies whether your organization can execute through disruption, or whether the disruption will execute through you.
The closest alternative costs $15,000 and targets Fortune 500 companies.
Enterprise platforms like Mercer, Gallup, and CultureAmp serve organizations with thousands of employees at $15K to $200K per year. The fractional HR standard is a static intake form with no routing, no flags, and no report. This fills the gap that nothing else in the market addresses.
The questions a 40-person company needs to answer are not the ones a 120-person company needs.
A founder with 18 employees gets asked about I-9 readiness, founder knowledge dependency, and first formal HR hire timing. A COO with 120 gets asked about performance calibration across teams, AI in employment decisions, and organizational design maturity. The assessment selects the right questions before you answer a single one.
Two companies can score the same and face completely different risks.
The report doesn’t summarize a number. Every weak answer produces a specific finding tied to your business, your industry, and your stage. The same Compliance Exposure score produces different written findings for a SaaS company in three states versus a federal contractor with a workforce in six. Specific because generic is useless.
The report your next investor or acquirer will want to see you have.
Compliance exposure, leadership fragility, systems infrastructure, culture integrity, and change readiness are exactly the dimensions a buyer’s counsel and a quality-of-earnings team will evaluate during diligence. This report gives you the picture before they do, and the roadmap to address what they’ll find.
Built from real enforcement patterns, not HR textbooks.
Technology/SaaS, Professional Services, and Government Contracting each have their own pathway with deeply researched questions that surface sector-specific risks. GovCon questions are updated for 2026 enforcement reality. Tech covers the computer professional exemption and remote worker tax nexus. Professional Services covers restrictive covenant enforceability in the post-FTC landscape.
The depth of a $2,000 HR audit. In 8 to 12 minutes. Free.
A branded PDF report, written in language your board can read and your leadership team can act on. No jargon. No ambiguity. No generic recommendations.
Dimension Findings, Ranked by Priority
Each dimension is scored, classified, and accompanied by a written narrative calibrated to your company’s specific result. A Critical score on Compliance Exposure reads differently than a Developing score. Both are specific to your business. Neither is generic. Industry-specific findings are surfaced under their own header.
Business Impact Analysis
The report names what each gap costs you, not just what the gap is. Retention risk is quantified. Compliance exposure is named. Leadership bottlenecks are described in terms of executive hours and organizational velocity. The findings are written to inform a business decision, not just an HR to-do list.
First 90-Day Prioritized Roadmap
Three phases, mapped to your three lowest-scoring dimensions: Days 1–30 immediate actions, Days 31–60 foundational builds, Days 61–90 structural work. Written in service-agnostic language. No pitch. No package names. The plan your leadership team can hand off and execute.