Smart leaders know the real business value of their People function before investors, competitors, or challenges do.
We deliver a strategic, end-to-end assessment of your HR/People function that reveals what’s working, what’s missing, and what’s holding you back. We don’t just assess, we build the roadmap and walk it with you.
If any of these sound familiar, it’s time to look closer.
Four patterns we see over and over in funded, fast-scaling companies.
Flying blind before the board or investors ask
When a CFO, board member, or acquirer asks how healthy your People function really is, you want evidence, not a best guess.
Risk scattered across borders
Every country you operate in has its own employment law. With a distributed team, nobody owns the full risk picture, so gaps stay invisible until they get expensive.
HR treated as a cost center, not a growth lever
Nobody can say whether your People spend is producing outcomes (retention, speed-to-hire, engagement) because nobody’s measuring it that way.
Headcount is growing faster than the systems supporting it
HRIS, ATS, and performance tools were chosen on an ad hoc basis as you scaled. Now the data lives in five places, nobody trusts it, and every report takes days to pull together.
Make sure it’s the right fit
This is built for
Tech and BPO companies ( SaaS, FinTech, AI, Cybersecurity) with 25+ employees, operating or wanting to operate across more than one country, reporting to a CEO, CFO, COO, or CHRO.
This isn’t for
Very early-stage teams that just need one document or process sorted. For that, see À La Carte Services →
Is this you?
You’re preparing for a funding round, acquisition, or board review and can’t yet describe your People function’s health with confidence.
You operate in more than one country and aren’t fully sure of your compliance position in each.
Your employees or managers keep raising the same complaints about HR, with no resolution.
You can’t say whether your HR spend is producing measurable outcomes.
Your People/HR systems were chosen reactively and don’t talk to each other.
The next board meeting or investor update includes a People question you don’t have a confident answer to.
If two or more of these are true, this is where to start.
The cost of not knowing isn’t visible until it is.
The cost of not knowing isn’t visible until it is: a failed audit, a key leader who quietly leaves, a due diligence process that surfaces gaps nobody flagged, a restructuring that goes wrong because HR wasn’t in the room early enough. A People Impact Assessment puts the evidence in front of you before one of those moments forces the conversation, while it’s still a planning exercise, not a crisis response.
We assess across People, Systems, and Technology
Five steps, built to create clarity without disrupting day-to-day operations
Step 1
Discovery call
A no-pressure conversation about your goals, team, and current challenges.
Step 2
Kickoff session
We agree on scope, access, and priorities, then begin the deep dive.
Step 3
The deep dive
Structure, policies, stakeholder interviews, and a full review of your HR stack.
Step 4
The report
Strengths, gaps, and risks, each one tied to a real business outcome.
Step 5
The roadmap
Prioritized short-term wins and long-term moves, clearly sequenced.
Typical timeline: shared during your discovery call, based on team size and scope.
What you’ll walk away with
01
Findings report
Strengths, gaps, and risks, each tied to a business outcome; not a generic HR checklist.
02
Prioritized roadmap
Short-term fixes and long-term moves, sequenced so you know what to do first.
03
Leadership debrief
A working session to walk through findings with you; not just a document in your inbox.
Business fluency, not just HR fluency.
Most People assessments are run by HR generalists who can tell you what’s broken but not what it’s costing the business. I built our approach at the intersection of Business, Finance, and People. Every finding is connected to the areas a CFO or COO actually cares about.
— Maria Maslarova, Founder & Fractional CPO
A recent engagement
A 5-week diagnostic that found the real problem
The situation
A BPO client with 1,000+ employees in Bulgaria was mid-restructuring, with headcount set to drop to 400 within months. While complaints about HR and payroll mistakes kept piling up.
What we did
Reviewed every policy and process. Interviewed the HR team, Payroll, the Site Director, Operations managers, and employees. Sat inside the HR inbox to see real response times. Shadowed HR and Payroll through a full payroll cycle to find the actual root cause of the errors.
What they got
A findings report tied to real business risk, and a 12-month roadmap across People, Process, and Systems.
”
Working with People Success Team helped us bring clarity and structure to our HR/Payroll operations. We saw immediate improvements in how we organized tasks and set priorities.
— Philip T. | Site Director, Bulgaria | BPO
Before you book
Will this disrupt my team?
No. The assessment runs alongside day-to-day operations. Interviews and reviews are scheduled around your team’s availability, not the other way around.
How is this different from a compliance audit?
A compliance audit checks whether you’re following the law. This assessment goes further. It looks at whether your People function is actually driving the business forward, and where it’s quietly holding you back.
What does it cost?
It depends on scope and team size, confirmed after the discovery call, before any commitment.
Is this confidential?
Yes. Findings are shared only with the stakeholders you designate.
Not sure if you need a transformation?
In just 7 minutes, get a snapshot of where you stand and what level of support could help you grow faster.
Ready to see the real value of your People function?
Get a clear, evidence-based picture — and a roadmap for what to do next