Founder-friendly senior HR partner
Direct access to an HR leader who has scaled startups. Not a ticket queue.
Startups move fast. Hiring outpaces process. By the time a complaint, a missed payroll tax, or a Series A diligence request lands, the foundation has cracks. Humareso gives founders an experienced HR partner from day one. Without hiring a full-time CHRO.
Every funding round surfaces HR debt the team accumulated in the last one. We see the same pattern from seed through Series C.
Your second hire lives in another state. Six hires later, you have unregistered tax accounts in four states, mis-applied leave laws, and no harassment training in NY or CA.
Templates evolve without legal review. Diligence flags non-standard clauses, conflicting termination language, and missing 83(b) reminders.
Misclassification is one of the fastest ways to derail a fundraise. The IRS, state agencies, and acquirers all look closely.
Engineers compare offers. Without bands, leveling, and a defensible philosophy, pay inversion and offer churn follow.
Founders dread reviews because there is no framework. People leave because they cannot see a path.
Investors ask for employee files, I-9s, handbook acknowledgements, and termination documentation. Scrambling at term sheet stage is expensive.
Humareso plugs in as your fractional HR function and grows with the company. Founders get senior judgment, operators get systems, and the cap-table-relevant stuff is diligence-ready when it matters.
Direct access to an HR leader who has scaled startups. Not a ticket queue.
Handbook, offer templates, classification records, I-9 audits, and state registrations. Assembled and maintained as you hire.
Leveling, bands, and offer math that respects cash-versus-equity trade-offs and survives down-round resets.
New state hire? We register the accounts, set up withholding, and add the locality before the first paycheck.
Lightweight feedback at seed, structured reviews at Series A, calibration at Series B. Humareso Perform makes it real.
Pulse surveys, recognition, and manager enablement so culture is not just a slide deck.
Start with the foundation, add depth as you raise and scale.
Straight answers. No sales pitch.
Yes. We have packages built for very small teams that get you the basics. Handbook, offer template, payroll setup, I-9s, and a senior HR partner. Without overbuilding before you need it.
That is the design. Engagements expand from foundational HR into compensation strategy, leveling, performance, and people analytics as your team grows. You do not have to re-platform when you hit 50 or 150 employees.
We build cash-versus-equity bands by level, factor in 409A valuations, and coach managers on how to present total rewards. We also flag when offers drift from the band so the cap table stays sane.
Yes. Multi-state, multi-country (with partner support), and remote-first is our default. We track state-specific employment law and handle the registration, withholding, and leave requirements that come with each new state.
It means when an investor or acquirer opens the HR data room, the files are there: signed handbook acknowledgements, I-9s, offer letters, classification documentation, termination records, harassment training logs, and a written compensation philosophy.
Payroll platforms process paychecks. PEOs co-employ your team. Humareso is your HR partner: senior expertise, strategy, and execution. Used alongside whatever payroll or PEO you choose, or replacing the HR work a PEO does poorly.
Let’s look at where your HR foundation is today and what the next 90 days should cover.
No commitment. Confidential consultation.