Trusted HR training & consulting partner for startups, MSMEs and HR professionals.
BUSINESS SOLUTIONS
Training, HR systems, counselling projects and delivery capacity for startups, MSMEs, institutions and staffing partners. Scoped as projects, handed over as systems your team can run.
They show up as people problems, but they start with something that was never written down, owned or measured.
The Buddies Project runs after selection, not before it. We sit with your HR and talent teams, work on live requisitions and real files, and lift capability where the gaps actually show up.
In scope: training delivered inside the HR department, post-selection. We do not run pre-hire assessments or replace your recruitment process.
Function-wise capability build for generalists, payroll and TA, mapped to the work sitting in their queue.
A structured first-90-days program so new HR hires reach independent output faster.
Sourcing, screening and stakeholder-management drills run on your own open roles.
Get the platform you already pay for actually used — configured, adopted and reported on.
Short, recurring sessions that keep the HR team current on statutory and POSH obligations.
For startups and MSMEs that need HR built properly but not a full in-house department yet. We take on HR-related projects with a defined scope, hand over documented systems and stay available for the next phase.
In scope: HR-related projects for startups and MSMEs. Engagements are scoped by project or retainer — we build and hand over systems your team can run.
Turn scattered spreadsheets into the three or four numbers your leadership team should review monthly.
The document set an audit, a funding round or a large client will ask you for.
Policies written for how your company actually works, not copied from a template pack.
Job requirement to onboarding, designed as one system with owners, SLAs and artefacts at every stage.
Hire-to-exit operations run consistently, so nothing depends on one person remembering.
We partner with EdTech companies, Tier-2 colleges and individual students to run counselling that leads to informed decisions — not upsells. Sessions are delivered by practitioners who hire, so the advice reflects the market students are entering.
In scope: EdTech companies, Tier-2 colleges and individual students. Institutional engagements run in batches with a defined outcome per drive.
Helping people make informed career decisions.
Helping students choose suitable academic and career pathways.
Supporting students with learning and progression decisions.
Colleges and EdTech partners run these as scheduled drives across a batch or department.
We work with startups, RPOs and staffing partners as a delivery layer. You keep the client relationship; we keep the pipeline moving with documented submissions and clear SLAs.
In scope: startups, RPOs, and third- or fourth-layer vendor partnerships only. We do not approach your end client directly.
Dedicated recruiters working your requirements with agreed submission SLAs.
Coverage across US, UK, EMEA, APAC and Gulf mandates with local context.
Reaching candidates who are not applying, for roles job boards do not solve.
Confidential search for leadership and hard-to-replace niche roles.
Volume drives for support, sales and operations roles, run to a calendar.
We work as an extension of your delivery team, not a competing vendor.
Every engagement ends with documents your team can use on day one — reviewed with you before handover.
Document set
Template pack
Framework
Dashboard
Process doc
Journey map
Tracker
Checklist pack
Scope is confirmed in writing after a discovery call. Commercials are shared once the scope is agreed.
Best when… You have one clear outcome to close — policies, a hiring system, a dashboard.
Typically 4–8 weeks
Best when… You need an HR function running month to month without hiring one yet.
Rolling, reviewed quarterly
Best when… You have an internal HR team and need a senior sounding board on call.
Monthly or per-session
Client names withheld. Outcomes are described qualitatively until published metrics are approved.
SaaS startup · 60 people
No documented policies and a hiring process that changed with every interviewer.
Built the core policy set, a recruitment SOP with scorecards, and trained the two-person HR team to run both.
Hiring decisions became comparable across interviewers and policy exceptions stopped being ad hoc.
Manufacturing MSME · multi-site
Statutory filings and registers were tracked informally across sites, creating audit exposure.
Implemented a shared compliance calendar with named owners, plus quarterly refreshers for site HR.
Filings moved to a predictable cycle and audit preparation stopped being a fire drill.
RPO partner · offshore delivery
Submission quality varied by recruiter and pipeline reporting reached the client late.
Empanelled as a delivery layer with calibrated intake, submission notes and a weekly pipeline review.
Client reviews moved to one consistent tracker and rework on submissions dropped.
Share the basics and an HR consultant will come back with a scoped approach, usually within one working day.
Frameworks, templates, compliance updates and hiring trends. No spam.