People reporting
Headcount and payroll cost by month, joiners and leavers, contractor spend and a one-page people section for your monthly investor update or board deck.
What I run, and what I leave to your lawyer
Hands-on work inside your tools and processes. Never legal judgment outside India. That one rule answers most "can you do X?" questions.
People ops, set up and run
Your HR and payroll platform kept accurate, and every joiner and leaver handled the same careful way.
In every package
- Set up the HR and payroll platform you chose (Gusto, Rippling, Deel, Remote, Justworks or BambooHR) and keep every record accurate
- Send the platform its inputs each month: joiners, changes and leavers, checked against the payroll cut-off
- Run onboarding: checklist, documents collected, accounts requested, policy sign-offs and a written first-week plan
- Run offboarding: the access removal checklist, final paperwork and the exit conversation
- Prepare offer and contract paperwork from your approved templates once you have chosen someone
- Keep time-off records and the org chart up to date
- Answer routine employee questions, and send legal ones to your counsel or PEO
Contractors and EOR across countries
Onboard contractors and EOR employees in Deel, Remote or Oyster, collect documents, track contract end dates, check monthly invoices, send payroll cut-off reminders and keep each country's holiday calendar. If a contractor starts to work like an employee, I flag it to you and your lawyer.
Handbook and policies
A handbook and policy set in Notion or Confluence, drafted from standard templates for your lawyer or PEO to review, plus written procedures and a simple internal wiki.
Your back office
The admin that eats a founder's evenings, handled by someone who also knows the people side.
Calendar from Essentials; inbox and register from Operations
- Calendar: scheduling across time zones, with short prep notes before meetings
- Inbox: triage, with replies drafted for your approval
- Investor update: the month's numbers collected from your tools and the draft formatted for you
- Vendors and subscriptions: one register with owner, cost and renewal date; vendor onboarding and purchase requests
- Expenses and invoices: receipts chased and contractor invoices checked before your accountant sees them
- Travel bookings and event logistics
- Written procedures and an internal request desk in Notion or Confluence
What stays with you
Anything that needs your signature, bank access beyond what you choose to delegate and any accounting or legal judgment.
Automation
The repeated steps built once in Zapier or Make, inside your own accounts.
Month one in every package; a new one every month in Operations Partner
- Onboarding task lists created automatically from a joiner's start date
- Offboarding access checklists that cover every tool in the register
- Contract and subscription renewal reminders, 30 days ahead
- The weekly report assembled from the week's work
- Claude templates for offer letters and routine founder emails
Shown, not described
On the first call I show a short screen recording of an automation I built, so you see how it works before anything is built for you.
Your team in India
For US and European startups with people in India. Here, being based in India is the point.
The extra track in Operations Partner, or added to Operations
- Payroll inputs and Indian statutory compliance through your EOR or Indian payroll vendor: PF, ESI, TDS, gratuity and professional tax
- Pay benchmarking for your India team, for salary reviews and retention
- POSH: the Internal Committee and written policy an Indian workplace with 10 or more employees must have
- Indian holiday calendars, leave norms, notice periods and exits, explained in plain terms
- Changes under India's four Labour Codes, in force since November 21, 2025, tracked for you
- Onboarding Indian joiners and regular check-ins with the team on your behalf
Alongside your EOR, not instead of it
Your EOR stays the legal employer and owns compliance. I handle the people care and get the paperwork right.
Add-ons
Useful once a team passes about 10 people. Each one can be the extra track in Operations Partner.
Reviews, levels and pay bands
A simple review cycle with self and manager templates, one-to-one templates, a draft leveling framework and draft pay bands. Pay bands come from salary data you license, never from my estimate.
Hiring support
For up to 2 open roles. $600 a month when a sourcing vendor finds candidates and makes the first calls, or $900 a month when I source through a seat you provide, such as LinkedIn Recruiter. Added to Operations, or taken as the extra track in Operations Partner.
One condition: a sourcing seat you provide, or a sourcing vendor. Without either, a recruiter is the better fit.
I write the job descriptions and scorecards, set up the ATS, schedule interviews, keep candidates updated, chase interviewer feedback, run reference checks and prepare offer paperwork. I promise activity, not hires: candidates in the pipeline within 7 days of the seat or vendor being in place, and interviews scheduled within 1 working day.
What I don't do
Each of these belongs with a licensed professional or your platform. Saying so up front protects you.
- US, UK or EU employment-law advice
- "Can we let this person go?" or "Is this person a contractor or an employee?" go to your lawyer or PEO. I bring them the facts, organized.
- Benefits or health-insurance brokerage
- In the US this is licensed broker work.
- Payroll as the provider of record
- Gusto, Rippling, Deel and similar platforms file the taxes. I operate the platform; I don't replace it.
- Investigations, warnings and dismissals
- I keep records and prepare documents. The decision and the advice stay with you and your counsel.
- Customer support and sales lead research
- Outside what I offer.
Get a first-week onboarding plan for your next hire.
Tell me the role and the start date. I will send back a plan written for your company, free, whether or not you hire me.