People Strategy,
Built Around Where You Are.
VP Expertise. Fractional Cost.
Most early-stage founders are one bad hire — or one ignored people problem — away from a serious setback. Human Counsel exists to make sure that doesn't happen. Senior HR strategy, when you need it, without the full-time overhead. We offer 3 different strategy packages. Select the package that best matches your needs. Not sure where to start? Take our quiz!
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Your strategic HR partner, without the overhead.
You know people strategy matters. You just don't have the bandwidth to own it alone. Foundation gives you a senior thinking partner in your corner — defined scope, consistent cadence, and the confidence to make your next people decision without second-guessing it. Two strategic sessions per month, async support, and one priority focus area per quarter.Best for: Series A founders ready to stop winging it.
Starting at: $3,500/month -
Build the systems your team actually needs.
You've been duct-taping people processes together and it's starting to show. People Ops Partner is hands-on partnership to build the infrastructure that scales — recruiting frameworks, comp structure, performance systems, onboarding architecture. Built for where you're going, not just where you are.
Best for: Series A companies in active build mode.
Starting at: $6,000/month -
Get your people house in order before you hire full-time.
You're approaching the point where you need a full-time People leader — but you're not quite there yet. This fixed-term engagement audits, builds, and documents your people function so your next hire walks into something solid. Compliance review, systems assessment, hiring roadmap, and clean handoff documentation. The exit is built in from day one.
Best for: Series B companies preparing for a VP of People hire.
Fixed-term | Starting at $10,000
Need Something Specific?
Not every people challenge needs a retainer. Sometimes you just need the right expertise at the right moment.
À la carte projects are scoped, priced, and delivered on a fixed timeline — so you get exactly what you need without the ongoing commitment. Every engagement starts with a brief scoping conversation to make sure we're solving the right problem. Projects starting at $1,500.
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Understand your internal pay equity and build compensation bands that scale with your growth.
*Access to an external compensation data source is helpful but not required. -
From job architecture to offer - Build a process that finds the right people consistently.
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Turn new hires into contributors faster — and reduce early attrition before it starts.
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Find out what your team actually thinks before it shows up in your turnover numbers.
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Make sure your tools match your stage, your size, and your budget — not someone else's org chart.
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End the "what's my path here?" conversation with a structure that answers it clearly.
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Managers carry more than most people realize. Let's make sure they have what they need to actually show up for their teams.
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Sensitive situations require careful, legally-informed handling. When something serious surfaces, how you respond matters as much as what you decide.
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One focused conversation. Walk away with clarity on your most pressing people decision. Common topics include: your next executive hire, an upcoming team restructure, complex comp and offer strategy, or building your first people roadmap.
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Turn your people data into decisions. Attrition trends, engagement patterns, comp equity — the numbers that tell you what's actually happening inside your org.
