Built an HR tech stack from scratch (BambooHR, Lattice, Deel, TriNet, Greenhouse, Predictive Index, Carta, and Teamohana) across 28 US states and 4 countries, supporting SOC II and HITRUST audits that passed with flying colors. We also reduced third-party recruiter spend from $1.2M to under $50K/year by building an in-house recruitment operation.
Work With Me Directly
In 12 Weeks, Your Startup Gets a Complete HR Operation Built to Keep Up With Your Growth
I’ll deploy the systems, processes, and automations that I’ve used to scale startups from 7-figures to 9-figure exits. The Sprint is fixed scope and fixed price, and it starts with a full audit of your current people operations.
What We'll Build During Your Sprint
The Essential Building Blocks For Startup HR
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Recruiting
We’ll replace ad-hoc hiring with a repeatable system to build, track, and automate your candidate pipeline.
Onboarding
I'll work with your managers to turn onboarding from a scattered checklist into an automated experience that provisions new hires, sets them up for success, and shortens ramp-up time from day one.
HR Technology
I’ll evaluate your HRIS, ATS, and payroll tools against your growth plans, then reconfigure and automate the ones worth keeping, including AI-powered workflows. If any of your tools are worth replacing, I'll give you a vendor-agnostic recommendation, includes quotes and implementation timelines.
Performance Systems
We’ll build systems to review employees, set goals, and solicit feedback that your managers can actually use.
HR Policies
I'll audit your existing policies, fill the gaps, build your employee handbook, and create a library of step-by-step procedures so HR runs consistently no matter who is in charge.
Need more?
You can extend your Sprint with optional add-ons: HR Tech Implementation, Compensation Design and Salary Bands, Compliance Setup for multi-state or international teams, Org Design and Job Architecture, Workforce and Headcount Planning, Employer Brand and EVP, and Offboarding. Each add-on is a separate project with its own price and timeline, added on top of your core 12 weeks. We’ll work out which ones you need during your diagnostic call.
Big Company HR
Won’t Work for Startups.
This 5-Step Strategic
Process Will.
Every HR Sprint follows the same five phases. You get a defined scope, a clear timeline, and measurable outcomes.
Diagnose
We’ll start with a full audit of your current HR and People Ops infrastructure, including all systems, processes, compliance gaps, and team workflows. You will get a detailed diagnostic report with prioritized recommendations and a sprint roadmap.
Design
We will then architect the solutions to set your company up for scale. This includes templates, process maps, system configurations, automation workflows, and implementation plans for all workstreams. Everything is designed for your specific stage and team size.
Deploy
I’ll put my money where my mouth is and execute everything we agree to, putting your HR strategy into practice. We’ll build and configure your HRIS, ATS, onboarding flows, policy documents, and automated workflows. This is where the transformation happens.
Activate
I will ensure your team leaves the sprint fully capable of continuing to execute on the vision we built. Your team will be trained on every system and process we deploy, with guidance on how to evolve as you scale.
Measure
We measure what we built against the diagnostic baseline. You’ll get a completion report with before-and-after metrics, a maintenance playbook, and a 30-day stabilization period. If anything we built needs a fix, or your team has a question about how to run it, I handle it at no charge for 30 days after the Sprint ends.
Who's Behind Organized Chaos
Hey there! I’m Nahed Khairallah
Between payroll, employee disputes, and the millions of things that can go wrong in between, it feels like HR is more about putting out daily fires than actually driving strategy or creating processes.
Up to 80% of a company’s spend is on people. That makes HR the single biggest strategic investment your company can make.
Successful companies aren’t born by accident. They’re the product of having the right people in place in every role. That puts HR squarely in the driver's seat for growth.
Since 2011, I’ve helped 150+ businesses across the globe grow from 7 to 9 figures by leveraging their HR as a competitive advantage. Now, I offer 12-week HR Sprints, ongoing Managed People Ops for Sprint alumni, and courses to help founders and HR leaders get HR right the first time.
This is a Perfect Fit for You if…
- You're scaling fast, and your people ops can't keep up with your hiring pace
- Your HR operations are held together by spreadsheets, Slack messages, and tribal knowledge
- You spend more time firefighting people issues than building the company
- You've outgrown your current HR setup but aren't ready to build a full people team
- You want a defined engagement with a clear end date instead of an open-ended retainer
- You have HR tools but they're barely configured, nothing is connected, and your team is still doing things manually
- You know you need systems, but don’t have the time or expertise to build them yourself
HR That Pays for Itself
Every number below comes from a real engagement.
You’re 12 Weeks Away From a Lean HR System
Primed For Scale
Choose the tier that matches your team size. Every sprint includes a diagnostic, implementation, training, and a 30-day stabilization period.
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12 Week HR Sprint
A focused 12-week process to build a lean HR operation that primes your company for scale.
What you’ll get
- People ops diagnosticA full audit of your current HR and People Ops infrastructure.
- DeliverablesYou’ll get the full documentation, workflows, and ROI analysis for each of the 5 core building blocks.
- HR System configurationI’ll optimize your HR tech stack configuration, hook up cross-system integrations, and deploy automations so your team starts using them immediately.
- Team trainingYour team (executives, leadership, managers, and employees) will be trained on every system and process we deploy, with guidance on how to evolve as you scale.
- 30-day stabilzation periodFor 30 days after the Sprint ends, I'll fix anything that needs adjusting and answer your team's questions about the systems we built.
Pricing tiers based on your size
(and the resulting complexity and impact)
Launchpad
(under 50 employees)
$20,000
Scale
(50-150 employees)
$30,000
Hyperscale
(150-300 employees)
$45,000
Apex
(300-500 employees)
$60,000
FAQs
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What exactly is an HR Sprint?
It’s a fixed-scope, fixed-price engagement in which I audit your current HR operations, design the right systems and processes, implement them hands-on, train your team, and measure results, all within a defined timeline. It’s designed to build a lean HR operation within a fixed timeframe, rather than as an ongoing engagement.
How is this different from hiring a fractional HR person?
A fractional hire gives you ongoing hours. A sprint delivers a transformation within a set timeframe and scope. I come in, build the infrastructure, train your team to run it, and leave. You don’t need me on retainer to maintain what I’ve built. If you do want ongoing support afterward, Managed People Ops is available exclusively to Sprint alumni.
We’re a small team. Is this overkill for us?
The Launchpad tier is specifically designed for teams with fewer than 50 people. If anything, this is the best time to get your HR ops right: before the pain of scaling forces you to fix things under pressure.
What if we already have an HRIS /ATS/payroll system?
Great! We’ll work with what you have. I’m experienced across Rippling, BambooHR, Greenhouse, Deel, Leapsome, Lattice and Zapier with tens of implementations under my belt. If your current tools are the right fit, we optimize them. If they’re not, I offer implementation as a dedicated add-on with its own timeline, because data migration and vendor schedules are outside of our control.
Are the software subscriptions included in your fees?
They are not; my fees cover my services throughout the sprint, but I will work with you to design an HR tech stack that fits within your budget. In many cases with past clients, we’ve been able to free up budget and reduce HR costs even while introducing new software platforms!
What happens after the sprint ends?
Every tier includes a 30-day stabilization period. If anything we built needs a fix, or your team has questions about how to run it, I handle that at no extra charge. The stabilization period covers what the Sprint built; day-to-day operational work, like running payroll or managing a PEO issue, sits outside it.
After 30 days, your team owns everything. If you want me to stay involved, Managed People Ops is a month-to-month, cancel anytime service exclusively for Sprint alumni, where I keep running and improving what we built for a fixed monthly fee.
Can we customize the scope?
Every sprint includes the same 5 core building blocks: Recruitment, Onboarding, Performance Management, HR Policy & Procedure Documentation, and HR Tech Stack. If you need any add-ons, those are available and can be added to the Sprint. The diagnostic call determines what you actually need so you’re not paying for work that doesn’t apply to your situation.
What add-ons are available?
Beyond the 5 core building blocksincluded in every sprint, you can add any of the following: HR Tech Implementation, Compensation Design & Salary Bands, Org Design & Job Architecture, Workforce & Headcount Planning, Compliance Setup (Multi-State / International), Offboarding & Exit Process, and Employer Branding. Each add-on is scoped and priced separately based on your tier, and each adds time to the engagement beyond the core 12 weeks. You can start one mid-Sprint, after the Sprint closes, or on its own later once you've completed a core Sprint. We’ll identify which ones make sense for you during the diagnostic call.
150+ Startups Worldwide
and Counting
Here's what the people who've hired me, partnered with me, and worked for me say
Maximum Efficiency
“As Glorious’s first HR leader, Nahed was instrumental in building our HR department from the ground up. With the startup nature of our company in mind, he implemented innovative, tech-savvy solutions that allowed our HR programs to run with maximum efficiency and minimal overhead.”
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Amazing Value
“Nahed showed an outstanding level of expertise and delivered amazing value! He helped us raise the bar. We are much more organized, employees have more clarity and motivation to do their daily work, and achieve more. The quality of work that he delivered is outstanding!”
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A Very Positive Experience
"Nahed handled the project quite well and managed to build credibility with the C-suite stakeholders while connecting very well with the operational team on the ground."
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Nahed's Successful Delivery Cannot Be Understated
"Nahed not only brought deep HR and design thinking experience, but also showed an extremely high level of dedication and professionalism in handling difficult situations and project dynamics. Nahed was instrumental in identifying issues, developing the right solutions, managing workshops and reviewing deliverables. I hope we can work together again soon."
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Demonstrates Excellence
"Nahed demonstrates excellence in multiple areas, combining deep HR expertise with sharp analytical skills and adaptable problem-solving. His persuasive communication style consistently wins over senior stakeholders, while his natural leadership presence motivates teams. His comprehensive HR expertise and consistently high-quality deliverables make him an invaluable team member."
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Highly Recommended
"I’ve had the pleasure of working with Nahed on several projects over the years. I’ve been impressed with his knowledge, professionalism, and excellent delivery."
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Any Growing Company Would Benefit from Nahed
"I reported to Nahed for 3 years at Accumulus. He brought structure and clarity to a fast-moving environment, building systems that helped teams thrive. During rapid growth, he guided us through key transitions: improving communication, defining roles, and fostering trust and accountability. His approach was thoughtful, human, and grounded in real business needs. Any growing company building its people foundations would benefit from his leadership."
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Your People Ops Won’t Fix Themselves
Book a free 30-minute diagnostic call. I'll audit your current people ops setup, show you where you're losing the most time and money, and tell you exactly what a Sprint would look like for your company. There's no pitch and no commitment, and you'll leave the call with clarity either way.
