Organizational performance infrastructure for the stage you’re actually in.
You built the product. You closed the deals. You hired the people. Now you need the systems that make sure those people don’t become the thing that slows you down.
Serving U.S. companies and international businesses expanding into the American market. Full support in English, Spanish, and Portuguese.
Every engagement starts with The Organizational Performance Assessment™.
Before we propose anything, we learn your organization. The OPA is a proprietary diagnostic that adapts its questions to your company’s size, industry, regulatory profile, and geographic footprint. Five scored dimensions. A written report. A prioritized roadmap you can act on immediately.
Compliance Exposure
Where are you legally vulnerable right now? Multi-state requirements, classification risks, documentation gaps, and regulatory obligations that could become expensive overnight.
Leadership Enablement
Can your managers handle 80% of people issues without it landing on your desk? Most can’t. We measure the gap and close it.
Systems Infrastructure
Do the documented processes exist to support your next phase of growth? Onboarding, performance management, compensation logic, hiring systems. If they’re in someone’s head instead of a playbook, they’re a liability.
Culture Integrity
Is your actual operating culture aligned with what your leadership team believes it is? Misalignment here drives quiet turnover and erodes the trust that makes good teams stay.
Change Readiness
AI adoption, workforce restructuring, market shifts. How equipped is your organization to absorb disruption without breaking? The companies that navigate change well built the capacity before they needed it.
What makes this assessment different from everything else on the market:
- Adaptive intelligence: A 20-person tech startup in one state answers different questions than an 80-person government contractor across six states. Because the risks are different.
- Headcount-calibrated: Questions are written for your actual stage. A founder with 18 employees gets asked about I-9 readiness. A COO with 120 gets asked about performance calibration.
- Industry-specific: Deeply researched questions for tech, professional services, healthcare, and government contracting that surface risks you haven’t considered.
- 162 per-answer diagnostic flags: The report doesn’t just tell you your score is low. It tells you exactly what that specific answer means for your specific business.
- Written findings, not just numbers: 20 dimension-level narratives written in language a founder can act on. No jargon. No ambiguity.
Four steps from conversation to a functioning people operation.
You reach out. We have a conversation about what’s happening in your organization and where it needs to go.
You take the Organizational Performance Assessment™. We review the results and prepare a diagnostic brief.
We present a scoped engagement based on what the assessment revealed. Not a generic package.
We build, implement, and install. You get a functioning people operation, not a binder of recommendations.
How we work together. One standard.
Every engagement begins with The Organizational Performance Assessment™. We diagnose before we prescribe.
Scroll horizontally to compare all tiers
| Solutions | People Risk Strategy™Entry Point | People Foundations™15–50 employees | ★ SignatureFractional HR Partner™25–150 employees | Scale Infrastructure™40–150 employees | Fractional CPO50–150 employees |
|---|---|---|---|---|---|
| Diagnostic & Strategy | |||||
| Organizational Performance Assessment™ | ✓ | ✓ | ✓ | ✓ | ✓ |
| Written Risk Analysis & Action Plan | ✓ | ✓ | ✓ | ✓ | ✓ |
| Monthly People Roadmap | — | — | ✓ | ✓ | ✓ |
| Board-Ready People Reporting | — | — | — | — | ✓ |
| Compliance & Documentation | |||||
| Compliance Exposure Summary | ✓ | ✓ | ✓ | ✓ | ✓ |
| Custom Employee Handbook | — | ✓ | ✓ | ✓ | ✓ |
| Multi-State Compliance Architecture | — | — | ✓ | ✓ | ✓ |
| Ongoing Compliance Tracking | — | — | ✓ | ✓ | ✓ |
| People Systems & Infrastructure | |||||
| Onboarding Architecture | — | ✓ | ✓ | ✓ | ✓ |
| Performance Management System | — | — | ✓ | ✓ | ✓ |
| Compensation Strategy & Pay Bands | — | — | Guidance | Full build | Full build |
| HRIS / ATS Implementation | — | — | — | ✓ | ✓ |
| Organizational Design & Succession | — | — | — | ✓ | ✓ |
| Leadership & Manager Enablement | |||||
| Manager Documentation Toolkit | — | ✓ | ✓ | ✓ | ✓ |
| Manager Training Sessions | — | 1 session | 2–4 / year | Monthly | Monthly |
| Ongoing Manager Coaching | — | — | ✓ | ✓ | ✓ |
| Executive Coaching | — | — | — | — | ✓ |
| Advisory Access | |||||
| Strategy Sessions | 60 min | As needed | Weekly / biweekly | Weekly | C-suite integrated |
| Post-Delivery Support | 30 days | Ongoing | Ongoing | Ongoing | |
| Discount on Project Work | — | — | 20% off | Included | Included |
| Timeline & Investment | |||||
| Engagement Duration | 4 weeks | 9–12 weeks | Monthly retainer | 20 weeks | By scope |
| Starting at | $1,500 | $7,500 | $3,500/month | $22,000 | $9,500/month |
| Start Here | Start Here | Start Here | Start Here | Start Here | |
Expert analysis of your OPA results with a written action plan and 90-day roadmap. The first step before a full engagement.
Who This Is For
Companies that have taken the OPA and want expert analysis of their results before committing to a full engagement. This is the first yes. Low commitment, high value.
What Gets Delivered
- OPA results reviewed by Gabriella personally
- Written analysis of your top risk areas with specific, prioritized recommendations
- Compliance exposure summary
- 90-day action roadmap with sequenced priorities
- 60-minute strategy call to walk through findings
- Follow-up email with recommended resources
What Changes
You walk away with clarity on what to fix first, what can wait, and what’s actually urgent. Many leaders say this is the first time anyone has mapped their people risks in business language they can act on.
Stop operating on institutional memory. Get it documented, compliant, and off your plate.
Who This Is For
Companies with 15–50 employees that don’t have structured HR systems, or have systems cobbled together from Google searches and inherited templates that haven’t been reviewed since the company had 8 people.
What Gets Delivered
- Federal and state compliance scan with prioritized risk roadmap
- Custom employee handbook that reflects your actual operations
- Onboarding architecture (Day 1 through 90-day milestones)
- Manager documentation toolkit with disciplinary templates, incident logs, feedback scripts
- One manager training session
- 30 days of post-delivery support
What Changes
Leaders get back 2–5 hours a week within 45 days. Managers stop guessing and start following a process. Compliance gaps that were invisible become documented and resolved.
Your embedded organizational performance strategist. The strategic HR leadership your company needs, built into your leadership rhythm.
Who This Is For
Companies with 25–150 employees that are growing, multi-state, or facing ongoing people complexity. You need someone who can own the people strategy, show up to leadership meetings, and build systems that scale.
What Gets Delivered
- Strategic CHRO-level leadership with a monthly people roadmap
- Weekly or bi-weekly advisory sessions
- Manager enablement: ongoing coaching, decision frameworks, 2–4 trainings per year
- People systems built on quarterly priorities: performance cycles, compensation guidance, hiring infrastructure
- Multi-state compliance tracking and employee relations risk mitigation
- 20% discount on all project-based work
What Changes
Leaders reclaim 5–10 hours a week. Managers resolve 80–90% of people issues independently. Compliance risks get identified before they become legal conversations. A predictable, scalable HR function within 90 days.
- Essential (10 hrs/month)
- Growth (15–18 hrs/month)
- Leadership (25–30 hrs/month)
The full organizational buildout for companies that need to scale with precision, not improvisation.
Who This Is For
Companies with 40–150 employees preparing to scale rapidly, go multi-state, enter new markets, or onboard at volume. You’re past the startup phase. The next stage of growth demands infrastructure that can absorb complexity without breaking.
What Gets Delivered
- Full HRIS/ATS implementation
- Compensation strategy with benchmarking, pay bands, and leveling
- Full performance and talent infrastructure: cycle design, calibration, talent review
- Culture and DEI foundations
- Organizational design: role clarity, succession pathways, future state planning
- Multi-state compliance architecture
- Monthly leadership workshops and manager office hours
What Changes
A fully documented HR infrastructure capable of supporting aggressive growth. Measurable reduction in turnover drivers within 90 days. Hiring bottlenecks cleared. A leadership team aligned on expectations, performance, and accountability.
Executive-level people leadership for companies where the people function is a board-level conversation.
Who This Is For
Companies with 50–150 employees where the CEO or board needs a strategic partner at the executive table. For organizations where people strategy directly impacts valuation, investor confidence, or market entry.
What Gets Delivered
- Full C-suite integration: board and leadership meeting attendance
- Organizational design, succession planning, compensation architecture
- Board-ready people reporting and analytics
- Executive coaching for the leadership team
- Strategic oversight of all people operations
- Quarterly organizational health reviews
What Changes
The people function becomes a strategic business lever visible at the board level. Leadership decisions are informed by real people data. The organization operates with the kind of people infrastructure that institutional investors and acquirers expect to see.
Industry-specific people infrastructure.
Government Contractors
OFCCP reporting. FAR compliance. Affirmative action plans. Security clearance workforce considerations. If your company holds federal contracts, your people operations are held to a standard most HR generalists have never worked in. We’ve built infrastructure for companies operating inside that regulatory environment and we speak the language.
Tech Startups
Multi-state remote compliance, worker classification, equity/comp scaling, rapid headcount growth. The compliance risks that come with distributed teams and fast hiring are specific and expensive. We build systems that keep pace with how tech companies actually operate.
Healthcare
Shift compliance, credential tracking, burnout and retention, HIPAA-aligned people operations. Healthcare organizations face workforce challenges that generic HR frameworks don’t address. We build people infrastructure for the realities of clinical and administrative teams.
Professional Services
Partner/employee dynamics, scaling without losing firm identity, knowledge transfer, billable culture. Growing a professional services firm without eroding what made it work in the first place requires people systems built for that specific tension.
LATAM & European U.S. Market Entry
Your first American hire is the beginning of an entirely new compliance and cultural landscape. Multi-state employment law, at-will doctrine, benefits architecture, worker classification. None of it works the way it does in Buenos Aires, São Paulo, or Bogotá.
We serve LATAM and European companies from the first U.S. hire through full-scale American operations. No other fractional HR firm in the U.S. can serve this market the way we do.
Every engagement starts with a diagnostic. We learn your organization before we propose anything.
Take the Organizational Performance Assessment™