Fractional HR

Yes. We stay current on labor law changes through established employment law resources, so compliance updates don't slip through the cracks.

Add an answer to this item.With other employees, always confidential. With you as the owner, it depends on the situation. If something isn't good for the firm, we'll flag it or answer if you ask. If it's not relevant and you haven't asked, there's no need to bring it up, that gets resolved on our end.

I love a good VA just as much as the next business owner. 

I even have one myself!

But you need to be able to distinguish the kind of responsibilities a VA can handle from the kind that need someone with 6+ years of operational management experience.

Sometimes busy law firm owners get lucky and hire a VA who can do it all. 

But most of the time, they don't. 

You're here because you're already overwhelmed, you've bottlenecked your own firm's growth.

You can choose to find your unicorn, or you can lift the weight off your shoulders now. 

It's up to you.

Just remember, even the best chef burns dinner in a kitchen on fire

 One dedicated one-on-one with your Fractional Operations Partner, once a week at most, twice a month at the least. 

Beyond that, you're only pulled in for management meetings that actually need your input. 

That's it. 

Month one is about introductions and rapport, not takeover. I'm brought in to the team with a clear explanation of my role, since bringing in someone new can shift group dynamics, and I take that seriously. Building trust with your team early matters, a company people don't dread coming into is part of what makes operations actually work.

While that's happening, I review your SOPs, meet with you to understand current pain points, solve the easy ones right away, and flag the bigger ones for later. Then I walk through your actual process to compare it against what the SOP says should be happening.

By the end of month one, you've likely already had a few small things taken off your plate, even though the bulk of the month is me getting up to speed.

Note: things move a lot faster if you already have SOPs or Looms in place.

Either of us can end the agreement with 30 days' written notice. That covers you if it's not the right fit.

That said, we'd recommend giving it at least 3 months before deciding. Month one is rapport-building and understanding your firm, not full execution yet. Some firms start feeling things come off their plate by month two, but by month three, it's consistently noticeable. Leaving earlier means judging the service before it's had the chance to actually run.

Any work already invoiced remains payable, and if you cancel mid-month, that month's fee is still due.

Not necessarily. If you don't have SOPs or systems in place, we build them with you. That does mean more meetings early on, we won't stop until the major parts of your operations, especially sales and legal process, are properly documented. Having existing systems just speeds up how quickly we get there.

I niche into two industries: Law Firms and Mental Health Clinics, with a stronger focus on Law Firms. I'm usually the right fit for firms with 2 to 20 employees. Past that, most firms outgrow what I offer, and honestly, I'm happy to see them off and welcome a new client in.