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Built for European scaleups · 100 to 600 employees
How ready is your people infrastructure?
Services
FROM DIAGNOSIS TO DELIVERY
Build what growth demands.
Find the gaps, fix what matters and keep your People infrastructure working as you grow.
Solutions
Where we make a difference.
Compensation & Pay Transparency
Build fair, defensible compensation that can scale with your company.
People Data & Intelligence
Turn fragmented People data into answers leadership can actually use.
AI Governance for People Teams
Give your teams clear guardrails for using AI confidently and responsibly.
Can you explain why your people are paid what they're paid?

Could you defend every pay decision you make?

Salary ranges are only the visible part. You need clear job levels, defensible salary bands and consistent principles for how pay decisions are made. Get the structure in place now, before transparency exposes the gaps.

Ongoing support
Ongoing Support stays with the company as it evolves.

Remote Ones Advisory

Senior People expertise when you need it — without another full-time leadership hire.

People infrastructure that keeps up with your growth.

Compensation. People data. AI governance. Built to work together — and built to scale.

Your company keeps moving. So should your People infrastructure.

Compensation · People intelligence · AI governance · Senior advisory

  • We brought them in to sanity check our job leveling and turn it into a practical tool managers could rely on in real decisions. It was not instant. We had to do some internal homework, align a few stakeholders, and make tradeoffs. But the outcome was worth it: cleaner role clarity, fewer debates in calibration, and a better foundation for compensation conversations.
    Emma T.
  • We had a People Analytics dashboard built specifically around how we actually run the business, not a generic set of HR charts. They took time to understand our decision points, what leaders ask for, and what data we can trust today, then designed a clean dashboard that answers those questions fast. The biggest win is the rhythm it created: we now have a simple monthly check in that highlights what changed, what needs action, and who owns the next step. It is not overloaded, it is credible, and it has made our conversations more consistent and less subjective.
    João S.
  • I will admit it: when I first heard “HR AI governance,” I pictured a very expensive slide deck. What we got was thankfully way more practical. Was I convinced on day one that we needed this? Not really. But a few weeks in, it has already saved us time in reviews, reduced “is this allowed?” debates, and made leadership more comfortable with us using AI responsibly.
    Marianne J.