Question 1

What do engagements usually look like?

Accepted Answer

Some are projects with a defined end — a handbook and policy rebuild, a performance system, a compensation structure, an investigation. Others are ongoing monthly support where PeopleOps acts as the senior People voice for leadership. Many start as a project and continue when the next thing surfaces.

Question 2

What happens on a first call?

Accepted Answer

You describe what is going on: headcount, states, who handles HR today, and what prompted the call. Stacee asks questions, gives an honest read on the risk and the sequence, and tells you whether PeopleOps is the right help. If it is not, you get pointed toward what is.

Question 3

Does PeopleOps replace a PEO or payroll provider?

Accepted Answer

No. A PEO or payroll provider handles payroll, benefits administration and filings. PeopleOps handles the judgment layer above that: strategy, policy, manager capability, performance, pay decisions and employee situations. The two work alongside each other.

Question 4

How do I know if I need fractional HR?

Accepted Answer

Look at where People questions land today. If employee issues reach the founder or an executive weekly, if managers make people decisions without guidance, if you are hiring across states, or if policy gets written after a problem instead of before it, you are past the point where fractional HR pays for itself.

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