At 75 to 200 people, the decisions you make about culture, talent, and leadership will determine who stays and what you build next. True Good Advisory helps you get it right — before it gets expensive.
Most organizations aren't struggling with people and culture because they lack the right software or the right policy manual.
They're struggling because nobody has ever slowed down long enough to ask what kind of organization they actually want to be.
Not a soft option. Not a nice-to-have. The organizations that build intentional people systems are the ones that keep their best talent and outperform their peers.
It doesn't happen by accident. It happens when leadership slows down, asks the hard questions, and builds systems that actually hold under pressure.
Employees know the difference between a company that talks about culture and one that actually builds it. That difference shows up in retention, performance, and who you attract.
Between 75 and 200 employees, the stakes are highest and the infrastructure is usually furthest behind. That's exactly where True Good Advisory works.
The sweet spot where hiring gets complex, culture needs intentional design, and doing HR yourself stops being sustainable or smart.
Teams across cities, time zones, or borders need intentional people architecture. We build what holds distributed organizations together.
Tech, healthcare, fintech, consumer, professional services — strong people infrastructure is industry-agnostic. We bring relevant sector context to every engagement.
Whether you need an embedded partner, a focused project, or a transformative workshop — we have an engagement model that fits.
An embedded Head of HR or VP of People — in your leadership meetings, partnering with your CEO, and building the infrastructure your company needs.
Ongoing partnership to design, measure, and strengthen the culture that attracts great people and keeps them — built into the way your org actually operates.
Embedded recruiting strategy and execution — building your talent pipeline, leading your hiring process, and ensuring every hire strengthens your team.
A structured, intentional onboarding program that gets new hires productive faster, connected to culture sooner, and retained longer.
A structured hiring system — job leveling, scorecards, interview frameworks, and compensation bands — built for consistent, equitable decisions.
A clear-eyed assessment of your current HR infrastructure and a prioritized 90-day roadmap for where to build first.
Facilitated programs and 1:1 coaching for your senior leaders — building the self-awareness, communication, and decision-making skills that great executives share.
A structured training series that builds your managers into leaders — covering feedback, performance conversations, team dynamics, and coaching skills.
Learning and development designed around your company's specific skills gaps, culture, and growth trajectory — not generic training content.
30 minutes. Honest conversation about your company, your people challenges, and whether True Good Advisory is the right fit.
We design an engagement around your specific needs — retainer, project, workshop, or a combination.
We get to work — embedded in your team, executing against a clear roadmap, building infrastructure that holds.
We exit leaving systems, skills, and culture that don't depend on us to keep working.
She'd been the Head of People at her company for two years — and she was exhausted in a way that sleep couldn't fix.
"I think the culture is broken. But I don't know if it was like this when I got here, or if I broke it."
We spent the next hour looking not at the engagement scores, but at the stories underneath them. Who was quiet in meetings and why. Which teams had the highest sick day rates. Where the informal leaders were. What we found wasn't a culture that was broken — it was a culture that had never been designed.
Not because of a new policy. Because her leadership team finally had a shared language for what they were building — and why it mattered.
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