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Industry — Tech & Startups

HR that scales as fast as you do

Tech companies break their HR in a specific way: they go from 8 to 40 people in a year, hire remotely across a dozen states, lean on contractors and equity, and never build the foundation. We build it while you keep shipping.

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The tech & startups reality

Where tech & startups HR actually breaks

01
Hiring faster than your foundation
You're doubling headcount but offers, onboarding, and policies are improvised. The cracks show up as compliance gaps and early attrition right when you can least afford them.
02
Remote, multi-state, day one
VC-backed startups hire wherever the talent is. Every new state means registrations, paid-leave rules, and pay-transparency obligations — and most founders don't realize it until a tax notice arrives.
03
Contractor & equity landmines
Misclassifying engineers as contractors under California's ABC test, or fumbling equity and offer-letter language, are exactly the mistakes that surface in due diligence and blow up timelines.
04
Due-diligence readiness
When you raise or get acquired, HR is in the data room. Clean classifications, signed IP agreements, and proper records are the difference between a smooth diligence and a discounted deal.
Our approach

What tech companies actually need from HR

The HR work that matters for a startup isn't culture decks — it's the unglamorous foundation that survives a fundraise and a hypergrowth year: defensible worker classification, multi-state compliance, equity-aware offers, clean IP and confidentiality agreements, scalable onboarding, and a performance rhythm that works at 40 people. We've done this inside venture-backed companies scaling from 10 to 200, and we bring that specific playbook.

Most relevant services

What we focus on for tech & startups

Multi-State HiringCore service HR ComplianceCore service Employee OnboardingCore service Performance ManagementCore service All servicesSee the full list
Common questions

Tech & Startups HR FAQ

Do startups really need HR before they have an HR person?

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Yes — arguably more than later. The 10-to-50 stage is where the costliest mistakes get made: misclassified contractors, sloppy equity and IP paperwork, and multi-state compliance gaps that surface in your next fundraise. Fractional HR gives you senior judgment during exactly the window when a full-time hire isn't justified yet.

How do you handle equity and offer letters?

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We make sure offer letters are accurate and consistent, that equity terms are reflected correctly, and that IP-assignment and confidentiality agreements are signed and stored — the documentation investors and acquirers scrutinize. We coordinate with your attorney on the legal instruments themselves.

Can you get us due-diligence ready?

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Yes. We run an HR audit specifically against what diligence looks for — worker classification, signed agreements, wage-and-hour compliance, and clean records — and close the gaps before they become deal friction.

What does fractional HR cost for a startup?

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Retainers start at $1,800/month for early-stage teams and most venture-backed startups at 15–40 employees land on the $3,500/month Growth package — a fraction of a full-time People hire, with senior experience from day one.
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Ready for HR that gets your industry?

Book a free 30-minute HR Assessment. We'll look at your business, find your biggest exposure, and tell you what to prioritize — no pitch, no obligation.

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