Audit it.
Design it.
Run it.
HR Audit, HR Process Design and HR Management for growing businesses. See what is broken, design the processes that fix it, and run HR on them, with hiring, policies, training and software built in.
For growing businesses.
Across India.
can actually follow
owners and HR teams
against your baseline
Find out. Fix it.
Keep it running.
Most businesses start with an audit, design the processes it points to, then manage HR on them. You can start at any of the three.
HR Audit
A paid review of how HR really runs in your business: processes, hiring, pay and records, rated against evidence, with a plan in the order to do it.
- HR process audit
- Recruitment and interview audit
- HR Diagnostic: a full review in two to three weeks
HR Process Design
We design hiring, onboarding, attendance, payroll inputs, performance and exits, write them down and hand them over, so they work whoever is on leave.
- Recruitment and interview process, set up for your roles
- 30 HR policies and an employee handbook
- Interviewer and manager training
HR Management
Experienced HR people alongside you: strategy, pay, organisation and the decisions you have been postponing, or day-to-day HR run for you.
- Fractional and outsourced HR management
- Talent acquisition for permanent roles
- HR software configured to your agreed process
Inside each of these: hiring and talent acquisition, HR policies and handbook, manager and soft skills training, HR software and guidance for your industry.
Less firefighting.
More clarity.
Fix the part of HR that is holding you back. Each engagement starts with a clear scope and a baseline.
Hiring takes too long and the wrong people join
A vacancy sits open for weeks because nobody owns the funnel. Someone joins who looked right in one interview and was never tested on what the job needs.
Hiring processPayroll and statutory errors (PF, ESI, PT)
Inputs arrive late, corrections follow the run and a return goes in after its date because nobody owned it. Each obligation needs a due date and a named person.
Payroll processNo written policies, so every case is decided by the founder
Each leave dispute, notice period and exception comes to one person, because there is nothing written to decide it by. Two managers answer the same question differently.
HR policiesManagers promoted without training
The best performer became the manager, and nobody taught them to set goals, run a review or have a hard conversation. They now do two jobs, badly.
Manager developmentSalaries set by negotiation, not structure
Offers follow whoever bargained hardest. Nobody can explain why two people in the same role earn different amounts, and the next hire is priced from scratch.
Pay structureAttrition nobody measures
People leave and the reasons are guessed. Nobody can say which team, which manager or which month the leaving clusters in, so nothing changes.
Attrition managementDifferent teams.
Different HR needs.
Bench time in an IT firm. Utilisation in an agency. Skills on a factory floor. Shift rosters in a hospital. Start with guidance that reflects the way your business runs.
Find your business typeIT services and software
Hiring, bench, appraisal cycles and growing delivery teams
SaaS and product companies
First HR hire, pay, and managers who grew up as engineers
Agencies and creative studios
Utilisation, junior retention and creative performance
E-commerce and D2C brands
In-house or agency, first hires and peak-season cover
Manufacturing
Shop-floor skills, attendance and people processes
Healthcare
Care teams, shifts and dependable staffing
Explore all industries
Find the context that fits your team.
Growing from a few freelancers
to a real team.
IT services firms, software and SaaS companies, agencies and studios, and the brands that hire them. Practical guides and a calculator you can use today.
Freelancer or full-time hire?
Compare the yearly cost with your own figures and see the break-even hours.
Try the calculatorWhen to put a freelancer on payroll
A decision guide for small businesses that have grown around a few specialists.
Read the guideThe first HR policies for an agency
Which policies a 10 to 50 person agency or studio needs first, and in what order.
Read the guideStaff at a client's office
HR rules for IT services teams deployed at customer sites.
Read the guideA clear path from
problem to progress.
Start with one conversation. Agree what matters, put the right process in place, and give your team a way to keep it working.
- 01
Understand your business
In a free 60 to 90 minute conversation, we discuss the work, the people and the HR issue that needs attention first.
- 02
Agree a practical plan
We record the baseline and agree the scope, responsibilities and fee in writing. You decide how you want to proceed.
- 03
Build it with your team
Put the process, training or software into practice. Review what changes against the baseline and hand over a way of working your team can use.
A little clarity.
At your fingertips.
Practical guides and working templates to help you take the next step.
HR insights & guides
Understand the people processes behind a growing business.
Explore the guidesHR policy library
What each of 30 policies must cover, the decisions to make and a sample outline.
Read the policy guidesReady-to-adapt templates
Start with a checklist, a letter or a process you can make your own.
Browse free templatesPractical HR calculators
Gratuity, notice pay, CTC and freelancer vs full-time cost, with clear inputs.
Explore the toolsEvidence, a rating
and a first fix.
Every finding in an audit follows the same shape. This one is an illustrative example, not a client result.
Area
Hiring and interviews.
Evidence read
Last year's offer letters and the interview notes kept for each hire.
Rating
Partly in place: offers are written, but interview criteria are not.
First fix
One scorecard per role, used by every interviewer from the next opening.
A good fit.
And when it is not.
Being clear about this saves us both time.
A good fit
Indian startups and growing businesses where hiring, pay inputs, policies or managers have started to strain, and you want a practical, written way of working.
Not the right step
You need a legal opinion, payroll run or statutory filings, contract staff or background verification. We do not provide these.
Not sure yet
Tell us what is not working. The first conversation is free and will tell you which of the three ways, if any, fits.
They are the three ways we work. An HR Audit reviews how your HR really runs and tells you what to fix first. HR Process Design writes down and sets up the processes, including your hiring and interview process. HR Management is experienced HR support alongside you, or day-to-day HR run for you. You can start with any one.
A free 60 to 90 minute call with an HR practitioner. We go through how each of the six areas runs today, what is written down and what is not, and what to fix first. It carries no obligation.
The HR Diagnostic is a paid two to three week review of your actual records, with a full report, a compliance risk register and a 90-day plan. Its fixed fee is quoted in writing before work starts and adjusted against your first engagement if you continue with us.
Yes, if HR has started to strain: hiring is slow, payroll needs corrections, policies are not written or managers were never trained. We work with startups and small and medium businesses across India, and you can start with one thing.
No. We record a baseline before work starts and report against it, whichever way the numbers moved. We promise the work as agreed and a straight report.
The first conversation is free. The HR Diagnostic has a fixed fee quoted in writing before work starts. Other engagements are scoped after a first conversation and quoted in writing, so you know what you are agreeing to before it starts.
The software is configured around the processes you have agreed, such as approval routes, leave rules and reporting lines. We scope anything beyond that case by case. Where you need a connection to another system, our sister company GullySystem can build it, agreed with you before work starts.
Before work starts, we agree in writing what data we will receive and how we will keep it. We treat what you share as confidential. For the HR Diagnostic you send exports and copies, and we do not need access to your live systems.
We do not give legal advice or file statutory returns. We do not run payroll, supply contract staff or verify candidates' backgrounds. Reference conversations happen only with the candidate's consent. Talent acquisition for permanent roles is a separate service we do offer.
Nothing formal. Know the HR problem that worries you most, roughly how many people you employ and where. If you have policies, offer letters or an org chart, keep them handy, but you do not need to send anything.
A GullyHR practitioner replies to your requirement and runs the first conversation. We confirm who does the work, and their role, in the written scope before anything starts.
We can design processes around the tools you already use. We do not run payroll or file returns, so your payroll vendor or accountant continues to do that. We scope any system connection case by case.
Yes. We draft and review the written policies a growing company needs, from conduct and leave to data privacy, in packages of five, eleven or all thirty. We then build a plain-language employee handbook from them. Your own qualified legal adviser reviews every draft before it is issued. We do not give legal advice.
Yes. We write and advise for IT services firms, software and SaaS companies, agencies and creative studios, and for brands that hire digital talent. Typical work covers hiring, pay bands, appraisal cycles, policies and engaging freelancers and contract specialists in writing. We do not supply contract staff or freelancers.
Yes. We run workshops and multi-month programmes on communication, leadership, conflict management, emotional intelligence and more, including a manager development programme with assessment before and after.