Structure from day one.
The first twenty hires set the culture, the pay structure and the habits of the company. Kore helps founders build HR, hiring and operations properly from the start, so growth does not mean rebuilding later.
What we usually find.
First hires
Founders hire people they know, on contracts they wrote quickly. It works until the company has to scale it.
No HR function
Contracts, visas, leave, performance and exits land on the founder, who has no time and no template.
Pay without structure
Salaries are negotiated one by one, and the inconsistencies surface the moment the team compares notes.
Processes in the founder’s head
The company runs on the founder’s memory. Every new hire makes that harder.
What to build, and when.
Before the first employees.
Employment contracts, offer letters, a simple handbook and the visa and onboarding process.
How Kore. helps.
- Fractional HR & HR AdvisoryOutsourced HR leadership, HR setup, policies, employee relations and performance systems.
- Recruitment & Talent AcquisitionEnd-to-end hiring, executive and specialist headhunting, assessment and recruitment systems.
- Organisational Restructuring & OperationsOrganisation design, restructuring, job architecture, SOPs, budgets and cost control.
- AI Implementation & AutomationAI readiness, process automation, AI agents, system integration and staff training.
Questions.
When should a startup bring in HR support?
Before the tenth hire is ideal. Fixing contracts, pay and policies at twenty or fifty people costs far more than setting them up correctly.
Can you work for a few days a month?
Yes. Fractional HR is designed for exactly that: senior support for a defined number of days, scaled up as you grow.