Build People Systems That Scale with Your Business
From hiring scorecards to accountability structures, we build the people infrastructure that growing companies need but rarely have.
Growing Teams Without Growing Systems
You went from 10 to 50 people, and suddenly everything that used to “just work” doesn’t anymore. Hiring takes too long. New hires don’t ramp fast enough. Performance conversations don’t happen. Good people leave because they don’t see a path forward.
Most founder-led companies underinvest in people systems because the founder “just handled it.” But at scale, you need infrastructure — not more founders.
What We Build
- ✓ Hiring scorecards and structured interview processes
- ✓ Onboarding systems that get new hires productive fast
- ✓ EOS®-aligned accountability charts and seat definitions
- ✓ Performance management frameworks (quarterly conversations, not annual reviews)
- ✓ Compensation benchmarking and structures
- ✓ Employee engagement and retention strategies
People Services, Not Just HR
We don’t just write policies. We build the systems, coach the leaders, and create the habits that make your people processes actually work day-to-day.
Hiring & Selection
Structured scorecards, interview guides, and GWC (Get it, Want it, Capacity) evaluation aligned with EOS®.
Onboarding
90-day onboarding plans that ramp new hires faster and reduce early attrition.
Performance
Quarterly conversations, 5-5-5 reviews, and people analyzer tools that drive accountability.
Compensation
Market benchmarking, pay structures, and incentive design that retains top talent.
Culture & Engagement
Core values integration, pulse surveys, and retention strategies that keep your best people.
Leadership Coaching
Coach your managers to have the hard conversations and build their people skills.
How People Experience Engagements Work
People Systems Audit
We assess your current HR infrastructure — hiring, onboarding, performance management, compensation — and identify the biggest gaps.
Design & Build
We design and implement the systems you need: scorecards, accountability charts, performance frameworks, and people processes.
Embed & Coach
We coach your leadership team to run the new systems independently. Knowledge transfer is built into every engagement.
Abigail Madura
Practice Lead — People Services
Abi is a seasoned HR leader and ontological coach with 20+ years of experience building people systems and leading EOS-aligned HR practices. She brings both strategic vision and hands-on implementation to every engagement.
Frequently Asked Questions
Frequently Asked Questions from Founder-Led Teams
What are people experience services?
People experience services cover the full employee lifecycle infrastructure — hiring scorecards, structured interviews, onboarding systems, performance management frameworks, compensation structures, and accountability charts. It's HR systems design for growing companies.
When do I need people systems vs. an HR hire?
You need people systems when your company has grown past the point where the founder can handle people decisions personally (typically 20-50+ employees). Systems come first — an HR hire needs systems to run. We build the systems, then coach your team to operate them.
What is a hiring scorecard?
A hiring scorecard defines the key outcomes, competencies, and cultural fit criteria for a role before you start recruiting. It makes interviews structured, consistent, and data-driven rather than gut-based.
How do people experience services work with EOS?
People services and EOS are complementary. EOS provides the accountability chart and GWC (Get it, Want it, Capacity) framework. People experience services build the supporting systems — hiring scorecards that match GWC criteria, onboarding aligned with seat expectations, and performance conversations tied to Rocks and Scorecards.
How long does a people systems engagement take?
A typical engagement starts with a 2-week people systems audit, followed by 2-3 months of design and implementation. We embed alongside your team to coach leaders and ensure the new systems are adopted, not just documented.