Senior HR leadership, sized to your startup.
bloomHR gives founders an experienced people leader for a few days a month. Policies, hiring, compliance, managers, and the hard conversations, handled by someone who has done it many times before.
You probably need HR help if two of these are true.
Most startups feel it somewhere between 15 and 50 people. Headcount is a rough guide. Multi-state hiring or a fundraise can bring it on much earlier.
- A founder is still everyone's HR contact.
- You're hiring in more than one state.
- The handbook is missing or two hiring rounds old.
- Pay decisions are made case by case.
- First-time managers are struggling.
- Turnover is happening and nobody knows why.
- A fundraise or diligence is coming up.
- There's an employee issue you're unsure how to handle.
The whole people function, without the full-time hire.
Foundations
Handbook, offer letters, onboarding, state-by-state compliance, and the right HR tools. Built once, built to scale.
Hiring and pay
Leveling, salary bands, and an interview process your team can run without you in every loop.
Managers and performance
Manager training, review cycles, and feedback habits that keep good people around.
Employee relations
Complaints, investigations, and terminations handled carefully and documented properly.
Growth moments
Diligence-ready people records, headcount plans for the board, and reductions in force done humanely.
Your first HR hire
When you're ready for a full-time leader, we help you define, hire, and hand off to them.
From first call to embedded in two weeks.
Intro call
30 minutes on where the company is, what's urgent, and what's coming in the next two quarters.
People audit
A review of policies, records, compliance by state, and pay. You get a prioritized list of risks and fixes.
Embedded support
A set number of hours each month, a seat in your leadership meeting, and a direct line in Slack.
Built on a long HR career, chapter by chapter.
Founder Jessie Jensen has spent 16 years building HR at Twitter, Plex, Projector, 360Learning, and Skipify. She has scaled people functions from a five-person startup through acquisition and from 200 to more than 2,000 employees. bloomHR puts that experience to work for teams that aren't ready for a full-time head of people.
A full-time HR manager costs about $175,000 to $190,000 a year all-in. Fractional support for most early teams runs a fraction of that, and scales up or down as you grow.
Range from MentorCruise's fractional HR pricing guide.
Founders usually ask.
How is this different from a PEO or payroll provider?
A PEO handles payroll, benefits, and admin at arm's length. We work inside your company: we sit in leadership meetings, handle employee issues, and build the policies and processes a PEO doesn't touch. Many clients use both.
How is it different from an HR consultant?
A consultant delivers a project and leaves. Fractional support is ongoing, so we build context about your people over time. We also do fixed-scope projects when that's all you need.
Are we too small?
Under about 10 people, a payroll provider and an employment attorney on call are usually enough. We'll tell you that on the intro call if it's true.
Can you work with a remote team?
Yes. Most work is remote, with on-site days when a conversation calls for it.
What happens when we're ready for full-time HR?
We help you write the role, run the search, and hand everything off with documentation. Most companies reach that point around 50 employees.
Three ways to work together.
Start with a fixed-scope project, or bring in an embedded people leader for ongoing work. You can change levels as the company grows.
Foundations Sprint
A four to six week build of everything a growing team needs on paper.
- HR and compliance audit
- Employee handbook
- Offer letter and onboarding templates
- State registration and posting checklist
- HRIS and payroll recommendation
People Partner
An embedded HR generalist and advisor, about two days a month.
- Day-to-day employee questions
- Onboarding and offboarding
- Policy updates
- Manager coaching
- Slack access and weekly check-in
Fractional Head of People
Strategic HR leadership with hands-on execution, about one day a week.
- Everything in People Partner
- Leveling and compensation bands
- Performance review design
- Headcount planning and board reporting
- Investigations and reorganizations
Project menu
Fixed-fee work for a defined need. Each project starts with a scoping call.
| Project | What you get | Typical timeline |
|---|---|---|
| Employee handbook | A handbook written for your states and culture, plus acknowledgment tracking. | 2 to 3 weeks |
| Compensation framework | Levels, salary bands, and an equity guideline benchmarked to your stage. | 3 to 4 weeks |
| HRIS selection and rollout | Requirements, vendor shortlist, demos, and implementation support. | 4 to 6 weeks |
| Performance review cycle | Review templates, calibration process, and manager training. | 3 to 4 weeks |
| Workplace investigation | An impartial investigation with interviews and a written findings report. | 1 to 3 weeks |
| Fundraise or M&A readiness | Clean people records, policy gap fixes, and a diligence data room for HR. | 2 to 4 weeks |
| Reduction in force | Selection criteria, legal checklist, communication plan, and day-of support. | 1 to 2 weeks |
| First HR hire search | Role definition, interview plan, candidate assessment, and handoff. | 6 to 10 weeks |
Clear monthly pricing. No long contracts.
Ongoing plans are month to month after a three-month start. Unused hours don't roll over. Extra hours are billed at the advisory rate.
Foundations Sprint
$6,500 one time
For teams of 10 to 30 that need the basics built right.
- Audit and risk report
- Handbook and core templates
- Compliance checklist by state
- HR tool recommendation
People Partner
$4,000 / month
Up to 16 hours a month. For teams of 15 to 60.
- Embedded HR support
- Employee relations
- Manager coaching
- Slack access, weekly check-in
Fractional Head of People
$8,500 / month
Up to 32 hours a month. For teams of 40 to 150.
- Everything in People Partner
- Comp bands and leveling
- Performance and org design
- Leadership and board support
Advisory hours: $200 per hour, sold in blocks of 10. Projects from the project menu are quoted after a scoping call.
Which plan fits right now?
Tick everything that's true today. The recommendation updates as you go.
Fractional vs. a full-time hire.
The full-time figure includes salary, benefits, and taxes. The default is the midpoint of the $175,000 to $190,000 all-in range MentorCruise cites for a full-time HR manager. Change it to match your market.
Fractional makes sense while you need well under full-time hours. Once you need someone four or five days a week, a full-time hire usually wins, and we'll help you make it.
About the founder
Jessie Jensen
Founder of bloomHR. A people executive with 16 years of experience building HR functions inside high-growth technology companies.
Jessie has served as an executive team member and strategic partner to CEOs and boards of directors. She has built people infrastructure at every stage of company growth, from a five-person startup through acquisition to an engineering organization of more than 2,000 employees.
She began her career at Twitter, partnering with Engineering, Product, and Design leadership through a period of hyper-growth. She went on to build people programs from the ground up for Plex's international team, served as the foundational HR and finance leader at Projector through its acquisition, and led HR across the Americas at 360Learning. As SVP, People at Skipify, she owns the full people function, from talent acquisition and total rewards to compliance and people operations.
Jessie founded bloomHR to give early-stage companies access to the same caliber of people leadership that high-growth companies rely on, at the scale and cost a startup can support.
Each petal in the bloomHR mark stands for a chapter of Jessie's career, each one larger than the last.
Talent acquisition
Hiring processes that scale, broader candidate pipelines, and key leadership hires.
Total rewards
Job leveling, compensation frameworks, pay equity, benefits, and equity programs.
Performance and development
Performance frameworks, manager training, mentorship, and executive coaching.
Compliance and policy
Multi-state and international policy frameworks, with support for PCI and SOC 2 audits.
People operations
HRIS selection and implementation, people data, and analytics that inform decisions.
Workforce planning
Org design, headcount planning, change management, and board-level reporting.
Plain advice
You get a clear recommendation and the reasoning, not a stack of options.
People first, company protected
Fair treatment and good documentation are the same job done well.
Built to hand off
Everything we build is written down so your future HR team can run it.
Free tools for founders doing HR.
Practical guides you can use this week. Enter your email and we'll send the one you pick.
Startup HR essentials
The policies, postings, and records every US startup needs by its 10th hire.
Hiring in a new state
What to register, post, and update before your first employee in a new state starts.
First 90 days for new managers
A week-by-week plan for promoting someone into their first management role.
Get a free resource
Book a free intro call.
Tell us a little about your company. We'll reply within one business day with times for a 30-minute call.
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