The right people infrastructure, at the right stage.

How ANTROPS works

This isn’t a menu of HR services. Each tier is a different level of partnership designed around a specific stage of growth, a specific set of challenges, and a specific outcome. The right tier isn't about budget. It's about what your company actually needs right now.

Not sure which one fits? Every engagement starts with a People Ops Audit, a two-week diagnostic that tells you exactly where things stand before we agree on anything.

Starter: building the foundation

Who is it for

You’ve made your first hires and momentum is building. But the people side of your business is running on good intentions, onboarding is improvised, policies are either missing or buried in someone’s inbox, and culture is whatever emerges naturally in the room. You know it needs structure, but it’s never made it to the top of the list. Starter is for founders who want to get ahead of the problems that hit every growing team before they become expensive to fix.

We start with the People Ops Audit to map where things stand. From there, we work together to build your core people infrastructure over the first 90 days. You get a monthly working session to review progress and plan ahead, plus an async support channel for questions, feedback, and decisions that can’t wait for the next call. You bring the context. I bring the frameworks, the experience, and the build.

Our engagement

After 90 days

By the end of the first 90 days, you’ll have a structured onboarding journey that every new hire goes through consistently. Your core policies will be documented and accessible. Your values will be defined and translated into concrete behaviours, not just words on a wall. And your hiring process will have enough structure that it produces consistent results regardless of who’s running it.

What's not included

Starter doesn’t cover manager enablement, engagement strategy, or career pathing. Those require a deeper level of involvement and belong in Growth. It also doesn’t include recruitment or candidate sourcing.

For teams of 15–30 people | From $1,500/month

For teams of 30–60 people | From $3,000/month

Growth: Scale what’s working

Things that held together at 20 people are starting to crack at 40. Hiring is inconsistent, different teams run the process differently, and results vary. The first wave of managers was promoted because they were great individual contributors, but nobody prepared them to lead. A few unexpected departures have shaken your confidence in the culture you thought you'd built. Growth is for founders who need to professionalize their people layer before cracks become crises, and before the best people on the team start quietly looking elsewhere.

Who is it for

Everything in Starter, plus a significantly deeper level of involvement. We meet biweekly to review what’s moving and what needs attention. The focus shifts from building foundations to building systems that scale, structured hiring, manager development, engagement visibility, and career frameworks that give people a reason to stay. At the end of each quarter, we do a full people review together, including attrition signals, engagement health, hiring pipeline, and what to prioritise in the next 90 days.

Our engagement

A consistent, values-aligned hiring process that your whole team follows. A manager enablement programme that gives your first-time leaders the tools and support they need. An engagement pulse mechanism that gives you real visibility into how the team is feeling, before people start leaving. And the beginning of a career framework that makes growth paths visible and tangible for your team, so people understand not only where they are but also where they can go next. All of it is designed to bring clarity, consistency, and confidence to how your team grows.

After 90 days

What's not included

Growth doesn’t include org design, leveling frameworks, or the strategic headcount planning that comes at the Embedded level. It also doesn’t include recruitment or candidate sourcing.

For teams of 60–100 people | From $6,000/month

Embedded:
Strategic partner

Who is it for

You're past the stage where people operations can be a side responsibility. Culture is harder to hold together across a larger, more distributed team. Decisions about org design, leveling, and compensation are becoming increasingly consequential. You know you'll hire a full-time Head of People at some point, but that hire needs to be the right person, at the right time, into a company that's ready for them. Embedded is for founders who need someone operating at the Head of People level inside their team, thinking strategically, executing operationally, and building the infrastructure that makes everything downstream easier.

Everything in Growth, plus a weekly embedded presence, sync or async, depending on what the week calls for. At this level, I'm attending leadership meetings where people's decisions are made, thinking through org design alongside you, and acting as a sounding board for the cultural and structural calls that define what kind of company you're becoming, not just advising. This is the closest thing to having a fractional Head of People on your founding team, with the continuity and context needed to support real decisions as they happen.

Our Engagement

A leveling and compensation framework that makes promotion decisions fair and transparent. An org design built for where you're going, not just where you are. A culture that holds together at scale, with the rituals, feedback loops, and leadership behaviours to sustain it. And a clear profile for your first full-time People hire, with the infrastructure already in place for them to be effective from day one. Together, these elements create a people foundation that supports growth without constant firefighting or second-guessing.

After 90 days

What's not included

Growth doesn’t include org design, leveling frameworks, or the strategic headcount planning that comes at the Embedded level. It also doesn’t include recruitment or candidate sourcing.

Not sure where to start?

That’s exactly what the People Ops Audit is for. In two weeks, we will map the current state of your hiring, onboarding, culture, systems, and retention, and give you a prioritised roadmap for what to fix first. It's the starting point for every Antrops engagement, and the clearest way to find out which tier fits your company right now.