If you are a growing company with 30-130 employees, and you don't have a VP of HR yet, it's just a matter of time before the number of sticky people issues popping will take a toll on your management bandwidth, and perhaps even on your overall company momentum. It's simply a numbers game – the more people the more issues.

Typically at this point growing companies decide that to relieve this pain they must hire an HR Director. They want to hire someone that can handle both the day-to-day recruiting and HR administration, and someone that can handle the more complex people issues (terminations, performance issues, growth plans, culture etc.). The problem is that when they try to find all that in one person - it doesn't exist. The tactical person is not good at the strategic stuff, and the strategic person is too expensive and not interested in the day-to-day recruiting coordination and admin. In the end, they typically resign themselves to hiring an HR Director that is bored with the tactical work and not experienced enough at handling the complex people issues. The question is: are they getting the best value for their $115k investment? Too often the answer is no.

Our model offers you a better return for the same investment:

1. Hire an outstanding hands-on HR person that handles the tactical HR admin and recruiting coordination
2. Have your hiring managers own the recruiting process and be more involved in finding and screening candidates (this always increases your ratio of awesome hires)
3. Retain OrgSpeed when you need that strategic HR and people strategy expertise to handle sticky people issues, improve recruiting effectiveness, help managers improve performance and productivity, conduct an HR audit, etc.
4. Spend the rest on recruiting to find great candidates

This model gives you the best of both worlds for the same price as an HR Director that is only good at one or the other. You can also think of it as getting access to a VP of HR way earlier than you normally can afford. It allows you to build a solid HR foundation and prepare for high growth sooner than later, while at the same time delaying the need to hire that expensive VP of HR full-time.