Three services that answer each other. Most clients call us on one of them first, then hand us the rest, because the expert who framed the need is best placed to build it.
Most of our engagements start on one of these three axes and carry on to the others. Advisory informs implementation, implementation reveals what needs to be developed, and development informs the next advisory engagement.
It is also what saves you from changing counterpart halfway through: the person who framed the need is the one who builds it.
Knowing where you are going before you invest. We run the diagnosis, frame the real need and build a roadmap that holds, one you can defend in front of a board. On any type of solution (payroll, time and attendance, talent), whatever vendor you already have.
End-to-end delivery, led by the person who knows both the solution and your processes. Cornerstone first, and every interface that connects it to the rest of your HR landscape.
No HRIS covers 100% of the need. Rather than working around the tool with spreadsheets, we build the missing modules, grafted onto Cornerstone or onto your own HRIS.
The Cornerstone add-on that handles learning logistics: sessions, providers, trainers, rooms, funding and regulatory certifications.
The control room for payroll teams: payroll white book, monthly control checklist, deadlines and schedule, to know where the close stands, entity by entity.
Depending on how mature your project is and the resources you have in-house.
A first 30-minute conversation is usually enough to see clearly: scope, a realistic timeline, the things to watch out for. No commitment.
