Who we help
The same problem feels different depending on the job you do. Find the perspective that sounds most like yours.
Start where you are
It might be a founder following up every new starter, a People leader whose team has no time for strategy or a Finance leader trying to compare two very different proposals.
Choose your role below. Each page gets into the decisions you face, the work FlexiHire could take on and the responsibilities that should stay with your team.
Your role
Eight different starting points. Each one has a concrete example and something useful to work through before you contact us.
Finance leaders
Make the HR investment legible: what is covered, what stays inside the business, and which costs belong to a separate systems project.
Managed HR Know what an ongoing HR fee would actually cover.
HRIS Put the full HRIS workstream into the business case.
Founders
Hand over repeatable HR work without handing over the decisions only the founder or leadership team should make.
Managed HR Stop being the reminder system for every new starter.
HRIS Make the HR system support the way your team works.
Operations leaders
Build an HR operating rhythm that works across managers, People, Finance and IT, even when volume or locations change.
Managed HR Make the handoffs predictable.
HRIS Put the workflow into the system without losing the owners.
People leaders
Give your People team delivery capacity while your team keeps the strategy, standards and judgment that belong with it.
Managed HR Protect the time your People team needs to lead.
HRIS Move the system agenda without dropping business as usual.
HR Operations
Keep everyday HR running while you tackle the workflow and system issues that keep creating extra work.
Managed HR Give recurring delivery enough capacity.
HRIS Turn the backlog into changes people can test.
IT leaders
Keep HRIS delivery moving with early decisions on access, data, security and the handoff your IT team will support.
Managed HR Give IT a reliable HR trigger.
HRIS Know the technical boundary before rollout.
Managing partners
Keep partner attention on clients and firm decisions while routine people work has a dependable route.
Managed HR Take routine HR follow-up out of partner time.
HRIS Give a growing firm one workable people process.
Office leaders
Give the tasks that arrive at your desk a proper owner, and make it clear which decisions belong elsewhere.
Managed HR You can coordinate the office without becoming the HR department.
HRIS Make employee records and requests easier to route.
Your business
We focus on growing teams, particularly in technology, infrastructure and professional services. Scope and delivery fit are reviewed for each business.
A new hire needs manager direction, equipment and access, payroll setup and a dependable first week. In a distributed tech or infrastructure team, those handoffs can sit with different people and time zones. We can help organize the recurring HR steps while IT and leaders keep their own approvals.
Explore this industry →When partners, practice leaders and office managers all carry pieces of HR, routine requests can be difficult to route. We can help make joining, leaving and everyday employee processes easier to run, especially when work volume changes through the year.
Explore this industry →We will help you think through what belongs with FlexiHire and what needs to stay with your team.