Do you have a dedicated HR or People leader (Head of People, VP HR, CPO) at the director level or above?
Does your people leader (or you, if that's the founder) attend executive leadership meetings and contribute to business strategy?
Do you have a written people strategy for the next 12 months — covering hiring, retention, culture, and org design?
Do you review people metrics (turnover rate, time-to-hire, engagement scores) with your leadership team regularly?
Do you have a structured, repeatable interview process with defined scorecards and evaluation criteria?
Do new hires go through a consistent, structured onboarding experience regardless of which team they join?
Do you track time-to-productivity for new hires and have a defined 30/60/90-day plan for each role?
Do you have defined job levels and compensation bands so offers are consistent and equitable across the organization?
Do employees have documented performance goals and receive structured feedback at least twice a year?
Do you have career ladders or growth frameworks so employees can see what advancement looks like in their role?
Do managers receive structured training and support on how to give feedback, develop their team, and handle performance issues?
When underperformance occurs, do managers have a clear process and documentation standards to address it fairly and legally?
Do you conduct regular employee engagement surveys and act visibly on what you learn?
Do you conduct exit interviews and track the reasons people leave — and use that data to improve retention?
Are your company values clearly defined, and do they visibly show up in how you hire, promote, and make decisions?
If a top performer left tomorrow, would you know why — and would you have the infrastructure to retain the next one?
Are your HR policies (handbook, leave policies, anti-harassment, classification) current, documented, and communicated to all employees?
If you have remote or multi-state employees, do you have state-specific compliance coverage (leave laws, pay transparency, classification)?
Do you have an HRIS or people operations system that gives you a reliable record of headcount, compensation, and employee data?
If your company were audited or faced an employment claim today, are you confident your HR documentation and processes would hold up?