Compensation frameworks, compliance architecture, and performance systems that hold up as your headcount grows.
At 20 people, you could get away with informal systems. At 50, they're a liability. At 100, they're actively slowing you down. Compliance gaps, inconsistent comp, no performance framework — and an HR manager who can't get ahead of the work because they're buried in it.
Crimson comes in, assesses without judgment, and builds the systems your team needs — then hands them off cleanly.
Talk to an HR Advisor →Market-aligned pay bands, equity frameworks, total comp philosophy, and the benchmarking data to make defensible decisions. Built to attract and retain, not just comply.
Employment law compliance, handbook development, classification reviews (W2 vs. 1099), and audit readiness. Before a regulator or a lawsuit makes it urgent.
OKR design, review cycle architecture, calibration frameworks, and the feedback culture that makes performance conversations a tool — not a ritual.
Reporting structure, role leveling, span-of-control analysis, and the hiring plan that supports your next phase — not just this one.
HRIS selection, onboarding design, offboarding process, and the operational backbone that keeps your team running without constant fire-fighting.
A structured review of your current HR function — what's working, what's a risk, and what to build next. Delivered in 5 business days.
Crimson restructured the HR function of a 120-person firm — new HRIS, revised comp bands, and a compliance framework that passed an external audit on the first review.
A 70-person tech company was losing senior talent to competitors. Crimson rebuilt their total comp framework and equity program — and stopped the bleeding.
Start with a 30-minute call. We'll tell you what we see and what we'd do first.