Startups and growing businesses
Young organisations that need professional people structures before scale makes improvisation expensive.
Context
Early-stage companies hire faster than they structure. Pay is agreed case by case, equity or bonus promises are made informally, and the first funding round or audit exposes the gaps.
How we support this group
We put in a light but real framework: role levels, pay ranges, a documented variable pay mechanism and the governance needed for the next stage — sized to the company as it is today.
Typical challenges
- Salaries set individually with no internal consistency
- Informal bonus or equity promises with no documented rules
- Rapid headcount growth without role definition
- Founders acting as managers without support
Relevant services
Strategic and Business Advisory
Non-executive director support including remuneration committees, mergers and acquisitions, interim management, and support for startups and businesses in recovery or restructuring.
Remuneration and Benefits
Technical and actuarial consulting for pension-fund members and participants, private retirement planning, pension projections and the design of fixed, variable and flexible remuneration programmes.
Consulting for Executives
Succession programmes, specialist remuneration studies and qualitative and quantitative retirement planning for owners, executives and leadership teams.
All client groups
Law firms and professional services
Partnership structures where remuneration, succession and long-term pension commitments are decided collectively.
Family-owned and first-generation businesses
Owners preparing a succession that has to work commercially and hold the family together.
Organisations undergoing transactions
Buyers, sellers and merging firms where people and pension liabilities affect the value of the deal.
Contact
Let's discuss what your organisation needs next.
Every conversation is confidential and without obligation.