01
Fractional HR leadership
A senior leader running HR like an owner.
Fractional people operations
People leadership,planted beside you.
Gardeners plant marigolds beside their crops so the whole bed thrives. We do that for companies.
Fractional HRRecruitingChangeCoachingCultureRetentionOnboardingPeople strategyCompensationComplianceLeadershipEngagement
What we do
Four ways we dig in.
02
People strategy
Your growth plan, as a hiring plan.
03
Recruiting
Full-cycle searches by people who’ve owned headcount.
04
Change management
Restructures, planned and seen through.
Why we exist
Who we serve
Where people are the product.
01
Construction & trades
Field and office, one team.
02
Family offices
People ops, kept private.
03
Tech & IT services
Growth paths engineers trust.
04
Professional services
A clear path to partner.
05
Architecture & engineering
Staffing that flexes, not burns.
The problem
The HR you inherited.
Not more HR — people leadership that works.
- Policy for policy’s sake.
- A handbook nobody’s opened since 2019.
- HR as the department of “no.”
What grows instead
- A handbook people use.
- Compliance handled quietly.
- Managers who run hard calls.
Why embedded
Marigold vs. the rest.
MarigoldPEOAgencyIn-house
In your leadership room
Owns the org chart
Runs the hard call
Senior-led, always
Flat monthly fee
The method
Companion planting, for companies.
Four moves, on repeat.
01 — Weeks 1–2
Take root
We read the P&L, meet the owners.
02 — Days 30–60
Tend
Rhythm goes live: pipeline, reviews, comp.
03 — Ongoing
Prune
Hard calls, said kindly.
04 — Quarterly
Bloom
Planning tied to growth.
An honest 30 seconds
How’s your garden, really?
Tap what’s working.
0 / 6 in bloom
Bare soil — all upside.
Not a diagnosis.
Outcomes
What HR usually won’t measure.
87%
offer acceptance, embedded searches
21 days
off average time-to-hire
94%
retention after restructure
40+
founders coached this year
Blended across recent engagements.
The people people
Leaders first. HR second.
D / I
I / D
C / D
S / CFree template pack
The First-50 Hiring Kit.
Hiring your first fifty people is where good companies quietly break — offers sent from memory, onboarding held together by one overworked founder, 1:1s that never happen. This is the paperwork we hand every client, cleaned up and ready to use. Warm, plain-English, and built to make each new hire feel like they landed somewhere that has its act together.
What’s inside
- Offer letter templatesWarm, plain-English, legally sane.
- Role-by-role onboarding checklistsDay one to day thirty, nothing dropped.
- 1:1 meeting templatesThe questions that keep good people.
- A 30-60-90 plan you can hand overSo a new hire knows what “good” looks like.
- A first-50 hiring roadmapWhich seat to fill next, and why.
Engagements
Retainers, not hourly meters.
All flat, all senior-led.
Embedded
$6,500/ mo
- Full ops ownership
- Quarterly planning
Project
$12,000/ project
- Fixed timeline
- Comms included
Advisory
$1,800/ mo
- Monthly session
- On-call
Starting points, not a rate card.
How it starts
Your first ninety days.
Week 0
The conversation
Thirty minutes to decide fit.
Weeks 1–2
Kickoff & P&L
People costs, line by line.
Week 4
People roadmap
A plan tied to numbers.
Day 45
Rhythm live
Pipelines and managers live.
Day 90
First quarterly
Measure, adjust, repeat.
Kind words
They watched a month, then changed everything.
D. Calloway
Construction COO
Field notes
Thinking you can use.
Buy vs. build: your next senior hireWhen to grow the leader you already have — and when to pay for one who has done it before.
Write the restructure memo firstIf the plan can’t survive one honest page, it won’t survive the all-hands either.
Run stay interviews, not exit onesThe best retention data comes from people who haven’t left yet — here’s how to ask.Questions
Asked, answered.
An engagement, at a glance
- Starts with
- 30-min call
- Billing
- Flat retainer
- Seniority
- Senior partner
We show up weekly, seated in leadership.
We lift the strategic, legal weight.
The opposite — we partner and coach.
Flat monthly retainer. No hourly, no surprises.
Usually 15–150 people, at an inflection point.
Yes — short kickoff window, then rolling monthly.
Last step
Let’s grow,
together.
Thirty minutes. We’ll be honest about the fit.