We implement HRIS. Then we run it.
We design, build, and run HR infrastructure on Rippling and HiBob, then stay on after go-live, with the AI layer switched on safely.
For teams usually between 25 and 250 people
+ the one you’re already on
One firm. The whole system.
We design the system. We build it on Rippling or HiBob. We run it after go-live.
Project Go-live Ongoing
Build
HRIS implementation
- Fixed project fee
- Quoted in writing before kickoff
Core HR, payroll, time, benefits, integrations, permissions. The first two live payrolls are part of the build.
What a build includesRun
Managed people ops
- Flat monthly fee
- Response targets in writing
- No Slack fires
The desk a PEO used to be: onboarding and offboarding, tickets, payroll prep, multi-state admin. Response times in the SOW. You keep strategy and stay the employer.
What we runAdvise
People advisory
- Senior judgment without the senior headcount
- Fixed scope, fixed end date
Senior judgment on compliance and design, before decisions get expensive to undo. Gate, not the queue.
How we engageComing off BambooHR, Gusto, Justworks, TriNet or another PEO?
We tell you what will not migrate before you commit to a date.
Your HRIS just became an AI platform. Most teams will get it wrong.
Rippling and HiBob now ship serious AI: agents that answer employees, stage payroll, draft reporting.
The AI answers from whatever your system lets it see. On a clean build, that’s leverage. On a messy one, it’s a liability with a chat interface. We build the clean version, then turn the AI on.
- Clean data
- Permissions
- Governance
- AI layer
Different companies. The same relief.
Compliance went from my biggest worry to a non-issue.
Compliance was the thing I worried about most. People Street optimized our HRIS and gave us a custom dashboard that turned multi-state compliance into something I just don’t think about anymore.
And the numbers: each one traceable to a single build.
Nobody had budgeted for any of it.
The re-keying, the corrections, the payroll run that took three days: all of it was already being paid for, every month, by people who could not find it on a single invoice. The only thing that changed was that someone finally counted it.
Your HRIS invoice is the part you can see. It is usually the smaller part.
- The bill you payOn the invoice
- Mistakes and manual workNot on it
- Risk you are carryingNot on it
We have sat in the chair you are sitting in.It changes what you build.
Founded by an HR leader who ran the function at a law firm from about 50 people to more than 1,000. The chair in question.
Go-live is where our engagement starts, not where it ends: the first payroll, the manager whose new starter has no record.
20 minutes. No deck. No pitch.
You talk. We map what you’re running and where to start. The fixed quote follows the call, in writing.