People Systems & Governance for Emerging Startups
Structured HR for founder-led teams with 1–150 employees — built for clarity, compliance, and scalable growth.
- 15+ Years HR Leadership Experience
- Startup-Focused | Governance-Driven | Globally Minded
Starter Package
For 1–50 Employees
Establish HR foundations and compliance hygiene.
Includes:
- Core HR policies & basic compliance support
- Foundational POSH framework
- Recruitment structure guidance
- Basic hire-to-retire systems
- Early-stage engagement advisory
Growth Package
For 50–150 Employees
Build structured and scalable people systems.
Includes:
- Comprehensive policy framework
- Structured hiring governance
- Performance management design
- L&D and capability frameworks
- Compliance and risk review
Enterprise Advisory
150+ Employees
Refine governance, optimize systems, and support strategic HR decisions at scale.
WHY TALENT OS
Built for Emerging Startups. Designed for Responsible Growth.
Talent OS offers the technology and services to support your business now and as it grows or your needs change.
Core HCM
Simplify the most critical aspects of HR and employee management. – HR, Payroll & Time.
Enhanced Modules
Extend your Namely platform with Benefits, Scheduling, Talent, Compliance and more.
Managed Services
Let us manage your HR, Payroll & Benefits processes while you focus on what matters most.
Growth is exciting. People chaos isn’t.
As startups scale, structure often lags behind ambition.
Common early-stage challenges include:
- Hiring without defined evaluation frameworks
- Blurred accountability and overlapping roles
- Reactive compliance instead of preventive governance
- Managers unprepared for performance conversations
- Policies created only after issues surface
Growth without structure can work — until it becomes expensive
We build HR before it becomes a problem.
Talent OS designs stage-appropriate people systems that grow with your business.
We combine:
- Governance-ready HR policies
- Governance-ready HR policies
- Hire-to-retire lifecycle systems
- Performance and capability models
- Compliance-aligned practices
No unnecessary corporate complexity. No operational overload. Only what your stage requires.
CORE PLATFORM
Your people expect software this easy. Your HR pros deserve services this great.
What’s New?
State of the Workplace 2025 report
Find out where employees and employers stand on today’s most relevant business concerns.
Product Update
Find out where employees and employers stand on today’s most relevant business concerns.
Referrals
Learn how Talent OS comprehensive HR solutions can help your business.
Fill out the form and we’ll contact you to set up a time to chat.
HR should support growth, not complicate it.
Fill out the form and we’ll contact you to set up a time to chat.
How do I know if I need a PEO or ASO?
You need a PEO (Professional Employer Organization) if you want a full HR partnership. A PEO becomes a co-employer and handles payroll, compliance, benefits, tax filings, and HR support—best for businesses that want to fully outsource HR operations.
You need an ASO (Administrative Services Organization) if you want to retain full control of your employees while outsourcing only specific HR tasks like payroll processing or compliance support. ASOs do not enter a co-employment relationship.
How do I know if I need a PEO or ASO?
You need a PEO (Professional Employer Organization) if you want a full HR partnership. A PEO becomes a co-employer and handles payroll, compliance, benefits, tax filings, and HR support—best for businesses that want to fully outsource HR operations.
You need an ASO (Administrative Services Organization) if you want to retain full control of your employees while outsourcing only specific HR tasks like payroll processing or compliance support. ASOs do not enter a co-employment relationship.
How do I know if I need a PEO or ASO?
You need a PEO (Professional Employer Organization) if you want a full HR partnership. A PEO becomes a co-employer and handles payroll, compliance, benefits, tax filings, and HR support—best for businesses that want to fully outsource HR operations.
You need an ASO (Administrative Services Organization) if you want to retain full control of your employees while outsourcing only specific HR tasks like payroll processing or compliance support. ASOs do not enter a co-employment relationship.
How do I know if I need a PEO or ASO?
You need a PEO (Professional Employer Organization) if you want a full HR partnership. A PEO becomes a co-employer and handles payroll, compliance, benefits, tax filings, and HR support—best for businesses that want to fully outsource HR operations.
You need an ASO (Administrative Services Organization) if you want to retain full control of your employees while outsourcing only specific HR tasks like payroll processing or compliance support. ASOs do not enter a co-employment relationship.
How do I know if I need a PEO or ASO?
You need a PEO (Professional Employer Organization) if you want a full HR partnership. A PEO becomes a co-employer and handles payroll, compliance, benefits, tax filings, and HR support—best for businesses that want to fully outsource HR operations.
You need an ASO (Administrative Services Organization) if you want to retain full control of your employees while outsourcing only specific HR tasks like payroll processing or compliance support. ASOs do not enter a co-employment relationship.