Organizational Development & Strategy
People strategy for gaming studios, SaaS companies, and Web3 teams scaling from 50 to 500 and beyond
Your People Strategy Can't Be Reactive
Most scaling tech companies treat HR as operational support, reacting to needs as they arise. This approach creates constant firefighting, misaligned hiring, and skill gaps that emerge too late to address.
When you're growing from 50 to 200 people, reactive HR breaks down. You need to anticipate future needs, build capabilities proactively, and align talent decisions with your product roadmap.
The result? Right people, right skills, right time. And workforce costs that scale predictably with your Series A, B, and beyond.
Strategy without workforce planning is wishful thinking. We make it executable.
Evidence-Based HR
Our Solution
We build HR strategies grounded in organizational psychology and workforce analytics. Every plan connects people decisions to business outcomes.
We help you forecast needs, identify capability gaps, and design systems that scale with your organization. No templates. No generic frameworks. Just strategies built for your industry, growth stage, and constraints.
Data-Driven Insights
We analyze workforce metrics, turnover patterns, and growth projections to identify trends and forecast future needs. Decisions based on evidence, not assumptions.
Custom Solutions
Strategies designed for your industry, growth stage, culture, and specific constraints. What works for others might not work for you.
Future-Ready Planning
Anticipate workforce needs 12-36 months ahead. Build leadership pipelines and develop critical capabilities before gaps become crises.
Integrated Systems
HR planning connects to everything: talent acquisition, development, performance management, and compensation. Your people systems work together coherently.
Our Approach
Business Alignment
Workforce Analysis
Strategy Design
Implementation
Business Alignment
We start by understanding your business strategy, growth plans, competitive landscape, and organizational constraints. HR planning only works when aligned with business reality.
What We Do:
- Leadership interviews on strategic priorities
- Business model and growth plan analysis
- Competitive landscape assessment
- Organizational capability requirements mapping
Workforce Analysis
Deep dive into workforce data, turnover patterns, skills inventory, organizational structure, and talent systems. We identify what's working, what's not, and where risks exist.
Analysis Components:
- Current workforce composition and demographics
- Turnover and retention pattern analysis
- Skills gap identification and succession risks
- Productivity and performance metrics review
Strategy Design
Using workforce analytics and scenario planning, we forecast future needs and design integrated people strategies. Plans are realistic, actionable, and directly support business goals.
Strategy Elements:
- 12-36 month workforce forecasting
- Talent acquisition and development roadmaps
- Succession planning and leadership pipelines
- Organizational design and structure optimization
Implementation & Support
We work alongside your team to implement plans, build internal capabilities, establish metrics, and refine based on results. Strategy requires execution to deliver value.
Implementation Support:
- Leadership and HR team training
- Process documentation and tracking tools
- Progress dashboards and KPI monitoring
- Quarterly reviews and plan adjustments
Related Services
Strategy is only as good as its execution. Here's how we help you implement.
Frequently Asked Questions
Common questions about our Strategic HR Planning services
How is this different from regular HR consulting?
Most HR consultants focus on compliance, policies, or tactical support. We focus on strategic workforce planning: forecasting needs, building capabilities, and aligning talent decisions with business strategy. It's the difference between reactive firefighting and proactive capacity building.
What size organizations do you work with?
We typically work with organizations of 50-500 employees, especially tech startups, scaleups, and mid-market companies experiencing rapid growth. Strategic planning becomes critical when reactive hiring starts creating more problems than it solves.
Do we need an HR team already in place?
Not necessarily. We work with companies at different stages. Some have full HR teams, others have one person handling everything, and some have no dedicated HR yet. We design plans appropriate to your current capacity and help build the capabilities you need.
How long does strategic planning take?
Initial planning typically takes 8-12 weeks: 2 weeks for business alignment, 3-4 weeks for workforce analysis, 3-4 weeks for strategy design, and ongoing implementation support. We can accelerate for urgent needs, though thorough analysis produces better results.
What if our business changes mid-plan?
Strategic plans should be flexible, not rigid. We build in scenario planning and quarterly review cycles. If business priorities shift, we adjust the workforce plan accordingly. The framework stays consistent, but specific tactics adapt to reality.
Can you help implement the plan, or just create it?
We do both. We don't believe in delivering plans and disappearing. Implementation support includes training your team, establishing tracking mechanisms, building internal capabilities, and providing ongoing advisory support as you execute. Plans without execution are worthless.
Ready to build a people strategy that drives growth?
Let's design an HR plan aligned with where your business is headed.