Bespoke employment contract suite
Compliant contracts for every working pattern, with airtight IP, confidentiality and restrictive covenants.
ChironHuman Capital
Seven services. One honest question at a time. Answer the Foundation Check below, follow your biggest challenge, and click through to the service built for it. Every page ends the same way: a free 30-minute call with me, and nothing happens to your people without your say-so.
| If you are saying... | Core pain point | Start with |
|---|---|---|
| “I don’t know if our contracts or policies are up to date with new laws.” | Legal and financial exposure | 1 · Compliance & Handbooks |
| “Recruitment agency fees are killing us, and posting ads isn’t working.” | Costly, inefficient hiring | 2 · Hiring: Recruitment Sprints |
| “New hires leave early, or existing staff aren’t pulling in the same direction.” | Disconnect and poor engagement | 3 · Vision & Value Alignment |
| “I spend half my week dealing with staff issues, but can’t afford an HR Director.” | Lack of HR leadership | 4 · Fractional HR Support |
| “If my Ops Lead walks out tomorrow, the business is in serious trouble.” | Key-person dependency and scaling risk | 5 · Org Design & Succession Planning |
| “We want to bring in grads or apprentices but don’t know where to start.” | No early-careers strategy | 6 · Graduate & Apprentice Programmes |
| “My managers hire on gut feel and keep making poor hiring choices.” | Inconsistent interviewing | 7 · Interview Training & Support |
Most founders only look at contracts and policies after a scare. A tribunal letter, a resignation that turns sour, or a law change like the Employment Rights Act. By then it costs far more to fix. I sort your legal foundations before anything goes wrong, so a bad week never becomes a bad year.
Backed by Croner-i legal intelligence. And my call-before-act rule applies: nothing changes for your people without your say-so first.
Agency fees of 15 to 25% of salary make no sense when cash is tight, and running the process yourself eats your week. A sprint is one fixed fee, agreed before we start, with a defined 30 or 60 day window. You know the cost and the timeline on day one, not at offer stage.
Fixed fees and the 12-week replacement guarantee are set out in the Recruiting Sprints price sheet.
You hired good people, but the energy of the early days is fading. New starters drift, early leavers sting, and the team is not pulling in the direction you are. This closes the gap between what you say the business stands for and what your people actually experience every day.
Best deployed early in the growth phase, before culture decay shows up in your turnover numbers.
You are spending half your week on people issues, but a full-time HR Director is a six-figure salary you do not need yet. I sit inside your business for 1 to 4 days a month as your People Director, at a fraction of the cost, and I never act on your people without calling you first.
Delivered through the Chiron membership tiers, backed by Croner-i legal intelligence and the call-before-act protocol on every case.
If one key person walked out tomorrow, how much trouble would you be in? As you scale, restructure or head towards exit, single dependencies and messy reporting lines quietly become your biggest risk. I map them and remove them before a buyer, an investor or a resignation finds them first.
A clean org chart and a credible succession plan add real value at diligence.
Early talent is the cheapest way to build your future leaders, and grads and apprentices bring energy money cannot buy. But funding rules, levy transfers and programme design are a maze you do not have time for. I handle the setup, the funding and the partnerships. You get the benefit without the admin.
Twenty years recruiting in high-tech and engineering means I know exactly where Scottish early talent comes from.
A bad hire costs two to three times their salary, and most managers still hire on instinct. I train your team to interview on evidence, so your hit rate goes up and the expensive mistakes stop. Fewer mis-hires, fairer decisions, and managers who actually enjoy interviewing.
Pairs naturally with a Recruitment Sprint: I run the search, your managers close the hire well.