Work

Selected
engagements.

Five anonymised stories from the last decade of workforce work, sectors, sizes and stages vary, but the pattern is the same: structure first, then scale.

01 · US SaaS · Series B

From contractors to compliant EU workforce in 90 days.

Weeks

Countries

18%

Cost reduction

Challenge

A US-headquartered SaaS scaling into EMEA had 40+ contractors across six countries and a board flagging classification risk ahead of a Series C.

Intervention

→Mapped the workforce by country, role and risk tier

→Designed an EOR-first model with selective entity setup in Germany and the Netherlands

→Negotiated EOR vendors and consolidated payroll under a single data contract

Result

100% of contractors transitioned to compliant employment in 11 weeks. Per-employee cost down 18%. Series C closed without a workforce comment in diligence.

02 · European Scale-up · 400 FTE

Rebuilding the People function around the operating model.

31%

Attrition ↓

Time-to-productivity

1:110

HR ratio

Challenge

A scale-up with explosive growth in the Benelux had three HR systems, four payroll providers and an employee experience that was actively hurting retention.

Intervention

→Audited the People stack against the operating model and 18-month plan

→Selected and implemented a single HRIS with embedded performance and lifecycle

→Rewrote onboarding, policy and ER playbooks with the in-house team

Result

Voluntary attrition down 31% YoY. Time-to-productivity cut from 12 to 7 weeks. People function ratio improved from 1:60 to 1:110 without losing service quality.

03 · Global Enterprise · Tender

Winning a multi-country workforce RFP across 11 markets.

Markets

€4.2M

ARR

1st

Of three rounds

Challenge

A global organisation needed to consolidate workforce vendors across Europe under a single commercial model, recruitment, EOR, payroll and relocation in one envelope.

Intervention

→Built the response architecture and commercial model end-to-end

→Coordinated 14 subject-matter experts across HR, legal, tax and mobility

→Defended the proposal in two rounds of orals with the buyer's procurement and HR leadership

Result

Awarded preferred-supplier status across 11 markets. €4.2M ARR contract signed inside the original timeline.

04 · Founder-led · 0→1

First 30 hires across four countries, with no HR team.

Hires

Countries

Incidents

Challenge

A founder needed to build a cross-border team without hiring an internal HR function before product-market fit.

Intervention

→Acted as fractional Head of People for two quarters

→Stood up the EOR, payroll, hiring scorecards and onboarding from zero

→Transitioned the operation to a full-time People lead at hire #28

Result

30 hires across NL, DE, ES, UK in eight months. Zero compliance incidents. Founder retained 90% of focus on product.

05 · Private Equity · Carve-out

Workforce due diligence and Day-1 readiness for a carve-out.

250

FTE transferred

Diligence

−60d

TSA exit

Challenge

A PE sponsor was carving out a 250-person business unit and needed a workforce plan they could trust before signing.

Intervention

→Ran a five-week diligence on people, payroll, contracts and culture risk

→Designed the Day-1 employment model and TSA exit plan

→Stood up the standalone payroll and HRIS in parallel with legal close

Result

Day-1 hit on time. 100% of in-scope employees transferred under correct terms. TSA exited 60 days early.

Selectedengagements.

From contractors to compliant EU workforce in 90 days.

Rebuilding the People function around the operating model.

Winning a multi-country workforce RFP across 11 markets.

First 30 hires across four countries, with no HR team.

Workforce due diligence and Day-1 readiness for a carve-out.

Your workforceproblem next?

Selected
engagements.

Your workforce
problem next?