813elevata is a fractional HR practice for founders building tech and deep tech companies. We work as your fractional people and talent partner — embedded part-time, senior enough to fix what's actually broken, light enough to scale up or down as the business changes.
What fractional HR actually is
Fractional HR isn't an admin role and it isn't a junior resource. It's senior people and talent leadership — the equivalent of a Head of People or CHRO — delivered on a part-time, ongoing basis. You get the strategic thinking and the hands-on execution of an experienced operator, calibrated to exactly what your stage needs right now.
For most tech startups, that's the right answer somewhere between 10 and 50 people. Past 10 people, what got you here stops working. Before 50, a full-time Head of People is usually over-hired for the stage.
Who we work with
Founders of tech, deep tech, gaming, and AI companies — typically post-seed through Series B — who are scaling fast and feeling the gap between what the business needs and what their people systems can deliver. Hiring is starting to feel chaotic. Managers are escalating decisions back to the founder. Investors are asking about people strategy.
We partner with founders across time zones who want a senior people operator without the overhead of a full-time hire.
What a fractional HR engagement looks like
Diagnose first. We start by understanding what's actually getting in the way — not by selling you a playbook. If smart people aren't clicking, there's a specific cause.
Build the foundations. Hiring systems that actually work. Leadership frameworks managers can use without a 40-page handbook. Accountability structures that don't depend on the founder being in every conversation.
Stay in to stabilise. Senior support that flexes with the business. One to two days a week, scaling up or down. No dependency, no empire-building.
Why founders choose fractional HR over alternatives
vs. a full-time Head of People: a full-time hire at 25 people costs $150,000–$220,000 plus super and equity, and is usually over-hired for the stage. See our guide to fractional HR vs full-time HR.
vs. outsourced HR: outsourced providers are transactional and policy-focused. Fractional HR is embedded and strategic. See fractional HR vs outsourced HR.
vs. a fractional CHRO: at later stages, a fractional CHRO is the right answer. We cover when that shift makes sense in our guide to fractional CHRO for startups.
Frequently asked questions
How much does fractional HR cost?
A typical engagement runs $40,000–$80,000 per year depending on scope and the number of days per week. That's roughly a third of the cost of a full-time senior people hire, with the same seniority of thinking.
Do you work onsite or remotely?
Both. We can be onsite for key sessions, leadership offsites, and hiring loops. Most of the ongoing work runs remotely with a regular cadence.
How quickly can an engagement start?
Usually within two to three weeks. We start with a diagnosis phase, so the first month is spent understanding what's actually in the way — not rolling out a generic playbook.
How is this different from an HR consultant?
Consultants deliver projects and leave. A fractional HR partner is embedded in your business over months and quarters — accountable for outcomes, not deliverables.
If this sounds like the shape of what you need
A 30-minute conversation is usually enough to know whether fractional HR is the right answer for your business right now. No pitch, no obligation.