Structure & Compliance
Placeholder text. Contracts, handbooks, classifications and the documentation that makes diligence uneventful.
Fractional HR Practice · Est. Placeholder
The full spectrum
of HR, from one
senior partner.
Placeholder introduction. PRISM gives growing companies the judgment of a seasoned Head of People without the headcount — retained, embedded, and accountable for the parts of the business that live or die by how people are treated.
- 01 Founders, Seed → Series C
- 02 Law firm partnerships
- 03 Retained, not project-billed
- 04 Senior work, no juniors
- 05 Placeholder engagement note
- 06 Confidential by default
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[ Placeholder ] Hero image or clip · 16:7
§ 01 — Who it's for
Two kinds of firm, one unglamorous problem.
Placeholder framing copy. The work has outgrown the founder's inbox and the managing partner's memory, but it hasn't yet earned a full-time department. That gap is where things quietly break — and where this practice lives.
A — For founders
You're past thirty people and improvising.
Placeholder description. Hiring accelerated, titles multiplied, and the operating manual is still a shared doc nobody has opened since the last raise.
- Compensation bands your board will accept
- Offer, onboarding and probation that hold up
- First-time managers who don't learn on your team
- Policy that satisfies diligence without theatre
B — For law firm partners
Your people questions outrank your billable hours.
Placeholder description. Associate retention, lateral integration and difficult conversations arrive on your desk because there is nowhere else for them to go.
- Associate progression and partner-track clarity
- Lateral onboarding that survives year one
- Sensitive matters handled with privilege in mind
- Compensation conversations, professionally staged
§ 02 — The practice
Six facets. One coherent people function.
Placeholder overview. Engagements are scoped to two or three facets at a time, then widened as the foundations hold.
Hiring & Onboarding
Placeholder text. Scorecards, interview loops and a first ninety days that actually produces a productive hire.
Compensation Design
Placeholder text. Bands, equity philosophy and a review cadence that removes the annual negotiation ambush.
Performance & Progression
Placeholder text. Levelling, review cycles and promotion criteria people can read without needing them explained.
Employee Relations
Placeholder text. Grievances, investigations and exits handled calmly, documented properly, closed completely.
Culture & Continuity
Placeholder text. Engagement signals, manager capability and the quiet work of keeping the people you fought to hire.
§ 03 — Method
Diagnose, then build, then stay.
Placeholder method copy. No decks that outlive their usefulness — every phase ends with something in operation.
01
Diagnostic
Placeholder step description. Two weeks of interviews, document review and a candid written assessment of where exposure actually sits.
02
Blueprint
Placeholder step description. A sequenced plan with owners and dates, prioritised by risk and by what unblocks the next stage of growth.
03
Embedded
Placeholder step description. Ongoing retained time — in your tools, in your meetings, available for the conversation you'd rather not have alone.
12+
Years in
senior people roles
senior people roles
40—400
Typical client
headcount range
headcount range
6
Practice facets
covered end to end
covered end to end
1
Named partner
on every engagement
on every engagement
“Placeholder testimonial about clarity arriving before the crisis did.”
Placeholder Name
Co-founder & CEO · Placeholder Co.
Placeholder supporting sentence describing the engagement, its scope and its duration.
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[ Placeholder ]
Portrait · 4:5
Portrait · 4:5
§ 04 — The practitioner
A practice, not an agency.
Placeholder biography. Fifteen years building people functions inside venture-backed companies and professional services firms, most of it spent in the room where the difficult decision was being made.
Placeholder continuation. PRISM is deliberately small: a handful of retained clients at a time, every hour delivered by the person you met in the first call. No account managers, no template libraries, no work handed down.
Based
Placeholder City
Working with
EU · UK · US remote
Engagements
Retained, 6-month minimum
Capacity
Four clients concurrently
§ 05 — Questions
Before you write.
What does a fractional engagement actually look like?
Placeholder answer. A fixed number of days per month, agreed in advance,
spent on the sequenced priorities from the blueprint — plus availability between sessions
for the things that cannot wait for the next one.
How is this different from hiring an HR manager?
Placeholder answer describing the seniority difference, the breadth of
exposure across many organisations, and the fact that the engagement is designed to
eventually hand over to the in-house hire you'll be ready to make.
Do you work with law firms differently?
Placeholder answer. Partnership structures, lockstep and merit systems,
and privilege considerations change the shape of the work, though the underlying
facets remain the same.
What does it cost?
Placeholder answer. A monthly retainer scaled to days committed, quoted
after the intro call, with the diagnostic priced separately and credited against the
first three months.
Can you help with an urgent situation?
Placeholder answer. Short standalone engagements are accepted for
investigations, restructures and sensitive exits, subject to availability.
§ 06 — Next step
Start with a conversation.
Placeholder closing copy. Thirty minutes, no deck, no obligation — and a straight answer about whether this is the right time to bring someone in.