Context
Growing team with 30-200 employees
Recruiting, onboarding, and review steps differ by manager
People data sits across email, sheets, and disconnected tools
Before committing to HR process redesign, leadership teams typically need a realistic view of workflow scope, implementation depth, and budget. Here is an example.
What does it roughly cost?
What HR operations support looks like in practice.
A concrete example of how fragmented people processes are converted into a consistent, measurable operating model that scales with growth.
Problems
Hiring pipeline stages are not consistently tracked
Onboarding tasks and ownership are unclear
Evaluation cadence slips during busy delivery periods
Leadership lacks reliable people-operations visibility
Approach
Design end-to-end recruiting, onboarding, and review workflows
Define role ownership, SLAs, and escalation paths
Implement automation for handoffs, reminders, and approvals
Establish reporting rhythms for HR and business leaders
Outcomes
Lower time-to-hire through structured stage governance
Faster onboarding ramp with fewer missed handoffs
More consistent performance-review completion rates
Clearer people-operations metrics for decision-making
Indicative Pricing
HR operations diagnostic: €2.5k-€6k
Workflow and automation rollout: €9k-€22k
Optional operating cadence support: €1.2k-€3.5k/mo
Actual scope depends on hiring volume, organizational complexity, HRIS/tool maturity, local compliance requirements, and manager adoption discipline.
Discuss this scope for my HR operationsSee full HR operations roadmapView HR operations performance dashboard (POC)
The dashboard serves as a practical proof-of-concept: you can validate how recruiting flow, onboarding completion, review cadence, and people-operations reporting should look before full rollout.
If the scope and investment match your priorities, this is how recruiting, onboarding, and performance operations are implemented and embedded.
How do you work?
Simple operating model. Reliable people operations.
The goal is a practical HR operating structure your teams can sustain in day-to-day execution.
01
Understand reality
Review how the team actually works today, where information breaks down, and where effort gets wasted.
02
Design structure
Define the process, roles, system logic, and decision points needed to make the operation work cleanly.
03
Implement and embed
Put the solution into practice through tools, rituals, governance, and practical adoption support.
To protect focus and delivery quality, we clarify where this support is high-fit before the final call to action.
Who this is for
Organizations that need consistent people operations as they scale.
People leaders in growing organizations, operations leaders managing cross-team dependencies, and founders who need reliable recruiting, onboarding, and performance workflows.
Not a fit for
Teams looking only for policy documentation without workflow implementation, ownership design, or operating cadence support.
Evidence from recent engagements
Anonymized examples from recent HR operations projects. Results vary by organization size, hiring pace, compliance requirements, and manager adoption discipline.
Faster hiring cycle clarity
Recent growth-stage team: stage-level recruiting visibility and ownership design reduced median time-to-hire from ~52 to ~37 days over two hiring cycles.
Onboarding execution consistency
Recent multi-department organization: onboarding checklist completion by day 14 improved from ~61% to ~92% after workflow automation and manager handoff standards.
Review cadence reliability
Recent product-and-operations company: on-time evaluation completion increased from ~68% to ~95% within one quarter after cadence and escalation redesign.
Engagement clarity
- Typical duration: 6-10 weeks depending on hiring volume, org complexity, and process maturity.
- Who should attend: people lead, one business operations owner, and one decision-maker.
- Internal effort: usually 2-4 hours/week for workflow reviews, ownership decisions, and adoption support.
What happens on the first call
- We map your recruiting, onboarding, and review workflows and identify where execution friction appears first.
- We define likely scope, implementation depth, and investment range for your context.
- You leave with practical next-step options. No commitment required on the call.
How do I start?
Show me how people operations run today. I'll show you where execution is breaking.
A short diagnostic conversation with Frey Consulting focused on your recruiting flow, onboarding handoffs, review cadence, and cross-team ownership pressure points.
Book a 30-min call with Frey Consulting
Choose this for fastest alignment and a live diagnostic.
Email Frey Consulting
Choose this if you want to share context first. Typical response time: within 1 business day.