Sectors
The businesses we work with are usually at an inflection point. Growth has outpaced structure. People systems that worked at twenty people don't work at sixty. And the founder is the last one to see it clearly because they're inside it.
Find yourself here!
01
Family-Owned Businesses
The business that the founder built no longer runs the way it used to.
The second generation is stepping in. Long-tenure employees resist change. Accountability is personal not structural. The informal systems that worked at 20 people don't work at 200.
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We work with family businesses navigating professionalisation, succession, and the transition from founder-run to structure-led.
02
Founder-Led SMEs
Every hire still goes through the founder. Every conflict lands on the same desk.
The business is growing but something feels like it's about to snap. The structure that got the business here won't take it to the next stage.
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We work with founders who know their people systems need to change but don't know where to start.
03
Manufacturing & Engineering
Workmen compliance, standing orders, contract labour, shift regulations, overtime records, all running simultaneously with an HR team built for administration not governance.
The risk isn't always visible. It surfaces during inspections and disputes.
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We work with manufacturing businesses that need structured HR oversight, not just HR administration.
04
Global Companies Entering India
The employment contracts were drafted by the global legal team and don't meet state-specific requirements. The payroll structure doesn't account for how statutory deductions work here.
What works in London or New York lands differently in Mumbai.
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We work with global companies that need someone who has actually done this in India, not adapted it from somewhere else.
05
Professional Services Firms
Roles blur. Attrition is high and accepted as normal. Performance conversations don't happen because everyone is too senior to have them with.
The best people leave not because of money but because they couldn't see where they were going.
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We work with law firms, consulting practices, and advisory businesses that need people infrastructure, not just HR policies.
06
Technology & Services
The first twenty hires happened on instinct and it worked. The next fifty happened under pressure and it didn't. By the time attrition became visible the culture that caused it had already been baked in.
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We work with tech businesses that want to catch people problems early rather than spend years undoing them.