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Startups don’t break because they grow — they break because they scale without clarity. At HR Decoded Consulting we help founders and leadership teams build the systems, culture, and execution rhythms they need to grow without the chaos.
What Changes in 90 Days
30 Days
Clarity + Control
Stop the Decision Loops
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Map decision rights + ownership (RACI-style, but usable) so “who owns this?” is never a meeting
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Reset the exec operating rhythm (weekly priorities, action tracking, escalation rules)
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Launch a simple scorecard and accountability cadence so execution is visible every week
Outcome: decisions move faster, escalations drop, and priorities stop changing mid-week.
60 Days
Consistency + Execution
Managers Start Managing
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Install manager expectations + baseline performance system (feedback rhythm, standards, documentation)
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Clean up role clarity and handoffs across key teams so work stops bouncing around
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Tune hiring/onboarding where it’s breaking execution (only what’s necessary, not an HR rebuild)
Outcome: fewer fires, fewer “surprises,” and managers stop pushing everything back to the founder.
90 Days
Operating System + Scale
It Runs Without You
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Document the operating playbook: cadence, templates, decision framework, escalation paths
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Stabilize the org’s execution engine (scorecards, meeting rhythm, owners, follow-through)
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Deliver a next-quarter roadmap so leadership knows exactly what to focus on—and what to ignore
Outcome: a repeatable system that keeps execution moving even as the company grows.
This is implementation-first.
We don’t hand you theory—we build the system with you.
Clear owners. Faster decisions. Weekly execution you can actually trust
Proof, Not Promises
Real outcomes from the systems we install.
Eliminated the CEO Approval Bottleneck
Before:
Teams escalated routine spend and decisions to the CEO—down to ~$100 purchases.
What We Installed:
Clear spending thresholds, approval owners, and financial operating protocols.
Result:
Faster execution, fewer escalations, and leadership time returned to strategic work.
Scaled the People System
from 40 → 300
Before:
Growth outpaced structure—role clarity and manager consistency couldn’t keep up.
What We Installed:
Core People Ops systems (role expectations, manager standards, performance basics, and scalable HR processes).
Result:
Leaders scaled with less chaos, fewer “surprises,” and stronger accountability across teams.
Reduced Turnover by 80% in 12 Months
Before:
Attrition was high and average tenure hovered around ~12 months.
What We Installed:
Hiring + retention plans with clear expectations, manager practices, and people programs that scale.
Result:
Turnover dropped ~80% in year one and average tenure stabilized at ~3 years.
See if you're bottlenecked
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Not Just a Consultant
A Partner in the Messy Middle of Scale
I’m Annekah Hall — a Fractional COO and People Ops strategist with 15+ years of experience guiding startups through growth, change, and cultural chaos.
I’ve led HR, Legal, Finance, and Business Operations across early-stage and high-growth environments — and I’ve seen firsthand how fast things break when clarity and systems don’t keep up with ambition.
My work is about more than fixing ops problems. I help founders and exec teams build alignment, trust, and scalable systems that drive results without burning people out.