HR & Talent Strategy · Operators, not consultants · US-wide, virtual-first
Three senior HR and talent leaders embedded inside your company. We build the systems, fill the roles, and handle the situations that don't come with a playbook — for a fraction of what one in-house hire costs.
Who you're working with
Every call, every deliverable, every audit — done by someone with their name on the LLC. We met inside high-growth companies, on opposite sides of the same problem, and built the firm we would have hired ourselves.
Co-Founder & CEO · HR Strategy Lead
Leads client advisory and the qualitative work that shapes how an organization feels to work at. Built HR functions from the ground up inside PE-backed companies and guided orgs through M&A, leadership transitions, and rapid scale.
Co-Founder & CPOO · People Operations
The operational backbone. Owns compensation, benefits, policy, compliance infrastructure, and the systems that keep companies protected as they grow. Deep HRBP and workforce analytics experience.
Co-Founder & CTAO · Talent Acquisition
Executive search, professional and high-volume recruiting, healthcare hiring, and RPO. Designs talent systems that scale — then executes on them. Every search is hers. No junior recruiters to hand off to.
Why Carevolve?
If any of these describe what's happening in your company right now, this is the conversation worth having.
You're running HR as the CEO — 10+ hours a week that isn't yours to spare.
A bad hire cost you six figures and there was no structure around the decision.
Your managers avoid hard conversations. Performance issues compound quietly.
No handbook, no comp bands, no policies. You know it's a liability.
You're scaling fast and people ops is running behind every other function.
You hired a recruiter and still can't fill roles — the process breaks.
You went through a RIF. You want to be prepared if it happens again.
You're losing good people and exit interviews aren't telling you why.
What we do
Most clients start in one column and grow into the bundle. Either way, you get a senior three-person team for a fraction of a full-time hire.
HR Strategy & Operations
Your HR function, run by senior operators. No full-time hire required.
Best for: 10–250 employees, no dedicated HR leader.
Full People Strategy Bundle
The whole people operation under one team. The engagement most clients grow into.
Best for: 25–500 employees scaling fast.
Talent Acquisition
Fractional or project-based hiring for teams without a dedicated recruiter.
Best for: 5+ open roles, no full-time recruiter.
Signature service
The gap between what your values say and how leaders actually behave is the gap your people are quietly leaving over. We measure it, then close it.
Custom pulse survey, results analysis, findings brief with prioritized recommendations.
Leadership interviews, focus groups, policy audit, gap analysis, findings report with next steps.
Everything above, plus a values workshop, manager accountability frameworks, and a 90-day follow-up pulse.
What you get
Every engagement ships specific things you can hand to your team and use Monday morning.
Deliverable · Week 2
Your hiring funnel drawn end-to-end with owners, SLAs, and conversion targets. Posted where your team already lives.
Deliverable · Per role
Weighted criteria, structured interview questions mapped to each, debrief template. Replaces “I just liked them” hires.
Deliverable · Workflow
Every recurring people process — mapped step-by-step with roles, SLAs, and escalation paths. Survives turnover, audits, and Tuesdays when the owner is out.
Industries
Regulatory environments, hiring dynamics, and culture challenges vary by industry. We bring context — not just frameworks.
Licensed roles, high-volume, RPO.
Law, consulting, staffing.
Equity comp, multi-state, remote.
Pre-seed through Series B, zero to one.
M&A diligence, integration, retention.
100–500. Infrastructure that holds.
Multi-state, async, engagement.
Frontline, turnover, scheduling.
By the numbers
Companies served across healthcare, SaaS, and services.
Roles filled — individual contributor through C-suite.
Decreased turnover by over 30%.
Average eNPS improvement within 9 months of culture work.
Case studies
The shape of the work tends to rhyme.
Healthcare · 120 employees
110-day time-to-fill for licensed roles. $40K/mo on contingency recruiters. 18% of new hires gone in six months.
Time-to-fill cut in half. Recruiter spend down 72%. Six-month exit rate to 4%.
SaaS · 65 · Series B
Hiring without leveling. Paying inconsistently. Dreading their first compliance audit. Engagement trending down.
Compliant across 5 states. eNPS up 18 points in six months. Comp disputes resolved structurally.
Logistics · 240 employees
HR through one vendor, TA through another. Jobs posted before comp bands existed. 365-day turnover spike.
365-day turnover down 43%. One partner instead of three. Single source of truth on the people stack.
Transparent pricing
Flat fees. No hourly creep. Quotes within one business day. A basic in-house HR + TA team runs $275K+ a year before software and overhead — our full bundle starts at $6.5K/mo and gives you both functions under one partner.
For a scoped problem
You know what needs to get done. Handbook, comp bands, culture audit, HR infrastructure from zero — scoped up front.
For 25–500 scaling fast
HR and TA under one team. One retainer, one point of contact, no overlap billing. The full people function without a department.
For HR-only or TA-only
Targeted support in one function — HR leadership without a full bundle, or embedded recruiting without a permanent hire.
Transparency promise: no hourly creep, no scope-of-work theater, no invoice surprises. If a project needs more than scoped, we tell you before we do the work.
Frequently asked
Neither. We're fractional operators — we embed inside your company and run the function, not just advise on it. We build the systems, fill the roles, and handle the employee situations that require judgment and accountability.
Our sweet spot is 35–500 employees. Below 35, we can help on a project basis. Above 500, you likely need a full internal team — though we're happy to be that team's strategic layer.
Retainers are 3 months for fractional HRBP or TA, 6 months for the full People Strategy Bundle. Project work has no minimum. We ask for notice to wind down, not a lock-in.
Often. We bring the strategy and senior judgment while an existing generalist handles execution and day-to-day admin. We also help overloaded HR-departments-of-one get their arms around the function.
Typically within two to three weeks of a signed agreement. We run a structured two-week diagnostic, then move into execution. First deliverable ships by day 21.
No — those belong with your payroll provider or PEO. We handle the strategic layer: benefits design, total rewards, comp bands, and managing the vendor relationships. We have many great relationships with vendors and are happy to set up introductions and give you our unbiased opinions based on experience.
Toolkits & templates
Every product started as something we built for a client. Handbooks, scorecards, SOPs, survey kits — buy once, use forever. Join the waitlist to get first access and launch pricing.
For HR Departments of One
Handbook, 10+ policies, annual calendar, ops manual, metrics dashboard, and starter kits.
Board-Ready HR
Strategic plan, total rewards, org design, change playbook, scorecard, succession toolkit.
Hire & Ramp
Interview guides, recruiting workflow, offer letters, 30-60-90 bundle, onboarding packet.
High-Stakes Situations
RIF & termination, investigations, ADA/FMLA, difficult conversations, HRIS checklist.
Make Managers Better
Manager playbook, performance eval, 1:1 template, leadership roadmap, talent gap analysis.
Build Culture On Purpose
Engagement survey, stay interviews, recognition toolkit, MVV template, change comms scripts.
Let's talk
Tell us where the friction is. We'll tell you what we'd do about it — and whether we're the right fit. If we're not, we'll say so and point you to who is.