At People Architects, we know running a small business is exciting, but it also comes with big challenges, especially when it comes to managing your team. That’s why we offer fractional HR support to help growing businesses like yours navigate People issues without the high cost of a full-time HR team. We’re not just another HR provider—we run on EOS (Entrepreneurial Operating System) and use Ninety.io to keep our operations running smoothly. 

That means we understand how to help EOS-driven companies tackle People challenges in a way that supports growth and efficiency.

What is EOS?

EOS, or the Entrepreneurial Operating System, is a simple yet powerful framework designed to help businesses get clear on their vision, stay focused on priorities, and run more efficiently. With six key components—Vision, People, Data, Issues, Process, and Traction—EOS helps companies align their teams, improve accountability, and scale with confidence.

How We Use EOS to Run Our Business

We use EOS every day to stay focused on what matters most—growing our business and helping others do the same. EOS principles guide how we set goals (Rocks), solve challenges, and keep our team aligned. With Ninety.io, we run efficient meetings, track progress, and make sure nothing falls through the cracks. This means we practice what we preach, and we’re ready to help your business do the same.

Helping EOS-Driven Companies Solve People Challenges

If your business runs on EOS, you already know how important it is to have the right people in the right seats. But knowing which People-related Rocks to tackle first can be overwhelming. That’s where we come in. We help EOS companies with:

• Managing Top Talent: Keeping your best employees engaged, motivated, and performing at their best.

• Increasing Employee Morale: Creating a workplace culture where people love to work and stay.

• Hiring for Growth:Finding and keeping the right talent to support your company’s expansion.

3 Ways We Work with Other EOS Businesses

We get it—your time is best spent growing your business, not getting bogged down in HR issues. That’s why we partner with EOS-driven companies to make People challenges easier to manage. We help by:

1. Completing Key Rocks: Need to improve employee engagement, set up better HR processes, or build stronger leadership? We’ll help you get it done.

2. Solving Complex HR Issues: Whether it’s compliance, employee relations, or workforce planning, we provide the expertise you need.

3. Sitting in the People Seat: If you need HR leadership but aren’t ready for a full-time hire, we can step in and drive your People strategy while you focus on growing your business.

Leverage Fractional HR for Smart Growth

“Growing a business is tough, and hiring a full-time HR team isn’t always the best move. With fractional HR support, you get expert guidance, help tackling your toughest People issues, and support completing your key Rocks—all at a fraction of the cost of hiring in-house,’ Meg Mayhugh, Founder of People Architects shares.

Let’s work together to make sure you have the right team in place to achieve your vision and fuel your company’s success.

Stop Losing Candidates! 5 Ways to Make Your Job Offers Stand Out.

Landing top talent is a big win, but it's frustrating when they turn down your offer. It happens! Often, it's due to things we, as hiring managers, might not even realize. Let's look at five ways to make your offers stand out.

Before the Offer: Setting the Stage for Success

Be Upfront and Transparent: Right from the start, be clear about your hiring process and the expected timeline. This helps manage candidate expectations and shows respect for their time. No one likes to be left wondering what's happening next.

Ask the Right Questions: “Early in the process, ask candidates directly what's most important to them in a new role. Is it compensation, work-life balance, growth opportunities, or something else entirely? This valuable information will help you tailor your offer and demonstrate that you're listening.” shared Sarah Binderberger, Head of Talent Acquisition at People Architects. Transparency from both sides reduces confusion and builds trust.

Now let’s dive into the 5 ways you can improve your offer process.

1. Keep the Interview Process Smooth and Respectful: Nobody likes a drawn-out interview process. It can make candidates feel like their time isn't valued. Think about how you can streamline things. Be crystal clear about timelines from the beginning, and use tools like video calls to make scheduling easier. 

Candidates might say no if they feel:

• Their time is being wasted.

• They're getting other offers because your process is too slow.

• The process feels disorganized, reflecting poorly on the company.

2. Make Interviews Meaningful, Not Just Numerous: A mountain of interviews can be exhausting and make candidates wonder if you're unsure about what you're looking for. Can you consolidate the interview stages? Most jobs only require 2-3 rounds of interviews.

Candidates might decline if:

• They feel over-interviewed and undervalued.

• The process seems inefficient and poorly planned.

• They question your decision-making.
  

3. Be Careful With Project-Based Assessments: Asking candidates to do a lot of unpaid work can be a red flag. Keep any projects concise, relevant, and clearly explained. It shows respect for their time and expertise. 

Candidates might say no because:

• They feel like they're being asked to work for free.

• They simply don't have the time for extensive, unpaid projects.

• It makes them question how you value their contributions.

4. Offer Real Flexibility: Today's candidates value flexibility. Some companies offer it, some don't. For working parents and many others, rigid schedules are tough. Consider remote work, flexible hours, or compressed workweeks. Discuss individual needs – everyone's different. Enabling work-life balance isn't a perk; it's often a dealbreaker. Lack of flexibility can cost you top talent.

Candidates may decline if:

• The schedule clashes with their personal life.

• They're looking for better work-life integration.

• The company culture seems inflexible and outdated.

5. Put Together a Meaningful Offer: If you asked the candidate early on what's most important to them in receiving an offer, see how you can add that to the offer. If it’s having the ability to work from home, offer a home office stipend. If it’s time for vacation, consider offering more than average paid time off or setting the start date to be in 30 days so they have time to take a break.  Salary and benefits also matter. Do your homework and research what similar roles pay in your area. Be prepared to negotiate (and don’t be offended if they do) – it's a normal part of the process. 

Candidates might say no due to:

• Better offers elsewhere.

• Feeling undervalued.

• Benefits that don't meet their needs.

By focusing on these areas, you'll not only boost your offer acceptance rate but also build a reputation as a company that truly values its people.

A fast-growing e-commerce company faced a critical challenge: rapid growth demanded a significant increase in their workforce, but traditional recruiting methods were proving costly and time-consuming. With limited resources and a tight budget, they needed a solution that would enable them to attract top talent efficiently and cost-effectively.

The Challenge:

• Rapid Growth: The startup experienced explosive growth, requiring them to quickly fill 15 key roles across various departments.

• Limited Resources: As a young company, they did not have a Recruiter or human resources department.

• High Costs: Traditional methods like executive search firms and staffing agencies would have incurred exorbitant placement fees, exceeding $490,000.

• Varying roles requiring expertise - talk about how I had our warehouse recruiter fill the warehouse, that our executive recruiter filled an executive board role. We have industry experts that have deep networks.

The Solution:

This company partnered with People Architects, leveraging our fractional recruiting model. This unique approach provides organizations with access to experienced HR professionals on a part-time or project-based basis. Our team:

1. Developed a comprehensive recruitment strategy: We analyzed the company's needs, identified target markets, and crafted compelling job descriptions.

2. Sourced and screened candidates: We utilized a multi-channel approach, including job boards, social media, and our extensive network, to identify and pre-screen qualified candidates.

3. Managed the entire hiring process: We conducted initial phone screens, scheduled interviews, and provided guidance on salary negotiation and offer acceptance.

4. Part of your team: Our recruiters host weekly update meetings, join town halls, and other meetings to better understand current and future needs along with pipeline for future needs based on growth plans. 

The Results:

• 15 key roles successfully filled: The company was able to attract and hire top talent across all departments, including engineering, marketing, sales, and even an executive board role.

• Significant cost savings: By utilizing our fractional recruiting model, our client saved almost $500,000 in placement fees compared to traditional recruiting methods.

• Increased efficiency: Our streamlined approach significantly reduced the time-to-hire, allowing our client to quickly scale their team and maintain their competitive advantage.

Key Takeaways:

• Fractional recruiting offers a cost-effective and efficient alternative to traditional recruitment methods.  

• Access to experienced HR professionals can significantly improve the quality of hire and reduce time-to-hire.

• You have access to a strong recruitment team without the expense of a full-time employee. 

This client’s success story demonstrates the power of fractional recruiting in helping businesses achieve their talent acquisition goals while minimizing costs and maximizing efficiency.

If you're facing hiring challenges, our team of experienced HR professionals can help. 

Contact us today to learn more about our fractional recruiting services

Running a business can feel like a constant juggling act. Between managing daily operations, serving customers, and keeping your team motivated, it's easy to let HR tasks slip through the cracks.

That's why we've created a Free 2025 HR Calendar to help you stay organized and proactive. This handy resource includes:

• Important Dates: Key holidays, legal deadlines (like tax deadlines and open enrollment periods), and professional development days.

• Monthly HR Best Practices: Tips and reminders for each month, such as performance review schedules, employee engagement activities, and training opportunities.

• Space for Notes: Jot down important reminders, upcoming deadlines, and any other HR-related notes.

Download your free calendar today and simplify your HR planning!

Why use an HR Calendar?

• Improved Employee Engagement: Plan engaging events and activities throughout the year to boost morale and show your employees you value them.

• Increased Productivity: Stay on top of deadlines and avoid costly mistakes by having a clear overview of HR responsibilities.

• Reduced Stress: Proactive planning reduces last-minute scrambling and helps you manage your time more effectively.

Disclaimer: This calendar is for informational purposes only and should not be considered legal or professional advice.

Kickstart the New Year with High-Performing Teams

January is the perfect time to invest in your employees and set the stage for a successful year. For many organizations, this includes setting performance goals and developing strategies to achieve them.

Why Focus on Performance Now?

• Renewed Focus: Re-evaluate goals and align priorities for the quarter and year ahead. The most significant impact leaders can have in driving employee performance is providing clear focus.

• Motivated Teams: Energize your team and foster a positive and productive work environment.

• Proactive Planning: Address potential challenges early on and ensure smooth execution of your business objectives.

Meet Natalie Worcester, Senior Consultant for Leadership & Development

Our team of experienced coaches and trainers can help you:

• Deliver impactful training sessions on topics such as:

  • Coaching for Performance

  • Effective Performance Conversations

  • Giving & Receiving Feedback

  • Owning & Growing Your Career

  • Making the Most of Your Minutes

• Provide personalized one-on-one coaching to help employees develop new skills, overcome challenges, and achieve their full potential.

Ready to elevate your team's performance?

As we enter a new year, now is the perfect time to proactively plan your company's hiring needs. A well-defined hiring plan provides a roadmap for success, ensuring you attract and onboard the right talent at the right time

Key Elements of a Successful Hiring Plan:

1. Identify Your Needs: Determine which roles are critical to your business success and prioritize them based on urgency and impact.

2. Define Ideal Candidates: Clearly outline the skills, experience, and qualifications required for each position.

3. Develop a Realistic Timeline: Set realistic deadlines for each stage of the hiring process, from job posting to onboarding.

4. Allocate Resources: Determine your budget and allocate resources effectively for recruitment activities, such as advertising, interviewing, background checks, and onboarding.

Let People Architects Handle Your Recruiting Needs

Building a high-performing team is crucial for any business's success. However, finding and hiring top talent can be a significant challenge, especially for small businesses.

Our Fractional Recruiting model offers a cost-effective solution. We act as your dedicated in-house recruiting team, leveraging our extensive network, innovative sourcing strategies, and rigorous screening processes to identify and attract the best candidates.

Here's how we help:

• Access to a wider talent pool: Our network and advanced sourcing techniques allow us to reach a broader range of qualified candidates than traditional methods.

• Reduced hiring costs: Our Fractional Recruiting model is significantly more affordable than using a traditional search firm, staffing agency, or hiring a full-time recruiter.

• Improved time-to-hire: Our streamlined process helps you fill open positions quickly and efficiently.

• Focus on your core business: By outsourcing your recruitment needs, you can free up your internal resources to focus on what you do best.

Contact us today to learn how our Fractional Recruiting services can help you build a winning team and achieve your business goals.

Your January Checklist

As we kick off the New Year, it’s the perfect time to set your HR team up for success. Here’s a quick guide to the key HR tasks to start the year strong:

1. Performance Management: Schedule and conduct performance review meetings with employees. Finalize employee performance reviews for the previous year. Set and document performance goals and development plans for the new year.
   

2. Compensation and Benefits: Distribute W-2s and 1099s to employees. Communicate annual compensation adjustments and any bonuses awarded. Remind employees to review and update 401(k) contributions for the new year.
   

3. Compliance: Review and update employee handbooks to reflect legal changes.
   

4. Employee Engagement: Plan team-building activities or New Year kick-off events. Recognize employee achievements from the past year. Share company goals and priorities for the year ahead.
   

5. Strategic Planning: Set HR goals and objectives for the year. Forecast staffing and recruitment needs for the upcoming months. Finalize budgets for HR initiatives in 2025.
   

6. New Year Tasks: Encourage employees to update personal and tax information. Communicate company holiday schedules and upcoming closure dates. Review PTO balances and ensure carryover policies are communicated clearly.

By tackling these key tasks early in the year, you’ll lay a strong foundation for success in 2025. If you need support or have questions, we’re here to help!

As a business owner or leader, it's easy to overlook simple human resources issues that can significantly impact employee satisfaction, protect the company and overall impact business success. While many small business owners are focused on growth, innovation, and customer satisfaction, they sometimes make, or ignore, HR decisions that can lead to bigger issues down the line.

Whether you're a startup or a seasoned small business, having a well-crafted employee handbook serves as a cornerstone for establishing clear communication, fostering a positive workplace culture, and mitigating potential legal risks.

Here's why it's crucial, along with a breakdown of essential components you should include:

As we approach Cannabis Day on April 20th, it's a good reminder for businesses to carefully review and update their drug and alcohol policies to ensure compliance with both state and federal laws.

As a leading Human Resources Consulting firm, we recommend constantly evaluating your company policies to ensure they align with the values of the company, modern trends, employees' needs as well as maintain legal compliance.

Plan a year's worth of employee engagement events and initiatives with our 2024 HR calendar.

From New Year's Day to Christmas, our HR Calendar contains a comprehensive list of holidays, special events, and culturally significant moments to plan for in 2024.

On August 30, the U.S. Department of Labor (DOL) recently proposed raising the Fair Labor Standards Act's (FLSA's) annual salary-level threshold for overtime pay from $35,568 to $55,068.

This would mean that 3.6 million more workers would be eligible to receive overtime pay for any hours worked over 40 in a week. The department also is proposing automatic hikes every three years to the overtime threshold.

The I-9 form is a document that verifies the identity and employment authorization of individuals hired for employment in the United States. When an employee starts a new job at a new company, they must show their employer their identification and employment eligibility to work in the United States. In the past, this form has been required to be completed in person so the employer is confident that are receiving valid documentation.

Compensation costs are rising in the U.S. and according to a recent McKinsey study, employers think compensation is one of the top reasons employees leave companies. The study found that employees actually rank the lack of being valued by the company and the challenges of work life balance as higher priorities than compensation.

The four day work week is a compressed work schedule. Since the pandemic, employees are looking for more flexibility at work and the four-day work week offers flexibility that creates a better work life balance, increases productivity and can decrease stress levels.

Founders of startups focus their time on product development and talking to users. Hiring new employees and building the infrastructure of the business is a significant investment, but there are solutions to keep costs manageable. Leveraging vendors, contractors, and part-time, fractional professionals can help your business grow.

Fractional human resources or fractional HR is the use of part-time HR managers, Recruiters and HR Coordinators to augment a company's in-house human resources team. Part-time resources are being leveraged by more small and mid-sized companies over the past several years.