Does this sound like you?
You've built something genuinely good. The work is strong, the clients are solid and the team mostly manages itself.
HR isn't broken. It's just not really there yet.
Performance conversations happen when someone raises them. Onboarding is whoever is least busy doing a walk-through on day one. Freelancers start Monday without a contract anyone can put their hands on.
When something difficult lands, a grievance, a capability issue, someone who suddenly isn't working out, you handle it as best you can and hope you haven't missed something that costs you later.
This works until it doesn't.
Around 25 people, the cracks start showing. At 40, someone makes a formal complaint. At 60, the culture that made you good starts to dilute and you're not entirely sure why.
You don't need a corporate HR department.
You need someone who understands how agencies work and can build the people infrastructure that keeps pace with the business you're building.
What changes for your agency
01
Your best people stay longer
Creative talent has options. When people feel fairly managed, clearly developed and genuinely supported, they don't start looking elsewhere. We build the people infrastructure that gives them a reason to stay.
02
The hard situations stop being so hard
Grievances, performance conversations, difficult exits, freelancer contracts that actually hold up: we make sure you're handling the messy situations correctly before they become expensive ones.
03
You scale without losing what makes you good
The culture that works at 20 people quietly breaks down at 50 if you don't build for it. We help you put the right structures in place without turning your agency into the corporate thing you set it up to be different from.
04
Your team is covered wherever they work
London studio, remote workers, contractors overseas: the people complexity of a modern agency doesn't fit inside one office. We handle the HR across all of it.
How we work with agencies
Every agency we work with starts somewhere different. Some need the basics sorting before something goes wrong. Some are scaling fast and their people systems can't keep up. Some want to build a culture that lasts beyond the next pitch cycle. Here's where you might be.
Foundations
Get legally sound and operationally clear:
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Contracts that protect you.
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Policies your team can actually use.
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Freelancer agreements that hold up.
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Day-one employment law compliance without the legal bill.
This is where most agencies need to start and where the Employment Rights Act changes in April 2026 make it urgent.
TeamOS
Build the people systems that scale with you:
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Onboarding that works the same way every time.
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Performance conversations that happen before something goes wrong, not after.
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Manager development for people hired for their creative skills, not their leadership ones.
The operating layer that lets your agency grow without losing what makes it work.
Culture & Leadership
Build something people want to stay for. For founders who want to shape deliberately what their agency becomes.
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Retention strategy.
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Distributed team management.
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Leadership coaching
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International team compliance.
This is where the work shifts from fixing problems to building something that outlasts them.
Frequently asked questions
How do you tailor HR support for different businesses?
Who will you be working with on a daily basis?
What size businesses do you support?
Your agency doesn't need more HR theory.
Tell us what's actually not working.
One conversation is usually enough to work out whether we're the right fit and where to start. No lengthy discovery process. No proposal you'll never read. Just a straightforward conversation about your agency and what needs to change.
Get in Touch
Address
London | Surrey | Remote UK
Opening Hours
Mon - Fri
9:00 am – 5:00 pm
Contact
+44 7557 982407
