For early mission-driven teams before HR becomes a formal function — especially teams around 5–15 people, or smaller teams preparing to hire.
At this stage, the question is not ‘what’s broken?’ It is ‘what should we set up before we grow?’ The People Systems Primer helps you move beyond ad-hoc HR by identifying which informal practices are about to stop working, which are safe to leave alone, and what to build first before complexity makes it expensive.
A focused working session on your organizational design and people systems — with the founder or director, a short pulse to your team, and a two-page priorities memo you can act on right away.
Book a PrimerLimited community-rate slots may be available for locally funded Ecuador/LatAm organizations.
Like financial debt, people systems debt is the cost of putting off structure — easy to carry early, expensive as you grow. The Primer looks at three kinds.
Unclear ownership, expectations, and decision rights.
People leading others before anyone has taught them how.
Hiring, onboarding, feedback, and pay handled differently depending on who is involved.
The 2–3 practices worth formalizing in the next six months.
What is genuinely fine at your size, so you do not over-build.
The signals that mean it is time to revisit.
If your team is still very small and not hiring soon, start with the Snapshot. If your organization is larger, more complex, or already dealing with recurring people-system friction, the Assessment is likely the better fit.