This is such an important piece of the puzzle 🧩 to get right for so many businesses. Separating strategy from Ops is important as you scale, and for some time you’ll handle both as Founder, before no doubt making your first People hire a People Ops hire; someone who can execute, and operationalise everything you are trying to put in place as a leader in the business.

Many Pre-Seed / Seed companies aren’t in a place to hire a full time, permanent People Ops person however, so part of the role I play with early-stage founders is not only on advising on more strategic topics, but being a hands-on, operational pair of hands to work with on getting key processes, tooling and policies in place for you as you scale.

Typical projects I might work on include:

- 🛠 Tooling (Research, Demo’s, Negotiation, Implementation & rollout)

- 📃 Policies (creation, documentation, and communication of them)

- 👔 Interview Process

- 🤝 Onboarding Process (Offer & contract documentation, onboarding journey)

- 👋 Offboarding Process (Exit interviews)

- 📖 Employee Handbooks / Source of Truth for anything they might need (Development frameworks, policies, process, training, L&D etc)

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