A venture-backed technology company was scaling headcount rapidly with an HR function built for a much smaller team.
The Challenge
Hiring, leveling, and promotion decisions were inconsistent, creating pay-equity and retention risk.
Our Approach
We designed a job architecture, leveling framework, and promotion governance model, then trained managers on the new system.
The Result
The framework is still the backbone of hiring and promotion decisions two years later, cited as a key retention driver.