Your HR area, from day one.
ARROW becomes your company's HR area: structure, hiring, people management, payroll coordination and systems — under one monthly retainer, without hiring a full-time HR director yet.
Senior-led. Embedded in your team. Built to hand over.
Not a supplier. Your HR area.
We join with your company's email and tools and are introduced to the team as HR. Employees, candidates and providers deal with one HR function — not with a vendor.
The goal is an HR area that works and can be handed over: designed in the first months, running by month six, and documented so an internal leader can take it from there.
When fractional HR is the right call.
There is no HR leader yet
Hiring, onboarding, payroll and people issues land on the CEO or the COO, on top of everything else.
The company grew faster than its structure
New entities, new countries, new teams — and no org chart, job descriptions or salary bands on paper.
Several leaders need to be hired at once
The next stage depends on hiring a leadership layer quickly and well, while the business keeps running.
You want the area built before you hire its head
Design the HR function first, see it working, and then decide whether to hire an internal HR leader — with a clean handover.
What we take on.
HR structure
Org chart by entity, job descriptions, compensation benchmarks and salary bands, and the core policies the company needs.
Recruitment and leadership searches
Executive and specialized searches run by ARROW, with MAP assessment, plus one entry door for every hire: role, pay, employing entity, equipment and access defined before any offer.
People management
Onboarding with 30/60/90-day plans, probation periods, performance follow-up and the day-to-day questions every team generates.
Payroll management across countries
We coordinate payroll inputs, calendars and changes with the provider in each country, so the company has one point of control.
HR systems and CRMs
Selection, implementation and configuration of HR systems, applicant tracking and other CRMs — the platform that fits your company, not ours — so people data lives in one place.
Leadership searches are run with the same method as our executive search, and every finalist is evaluated with the MAP leadership assessment.
Six months to an HR area that runs.
Map and design
Diagnostic of the current state, people map by entity, structure, job descriptions, policies and the hiring plan.
Search and hire
Leadership searches run in parallel, with compensation calibrated to each market before the search starts.
Onboard and run
New leaders onboarded with 30/60/90-day plans; HR processes and systems running day to day.
Decide
You choose: hire an internal HR leader with ARROW's handover, or keep ARROW in the seat month to month.
Five countries, about twenty people, and no HR area.
An international group had grown project by project, with entities across Europe, North America and Asia. Finance, legal, IT, the project portfolio and every people decision landed on the COO. There was no people map on paper.
ARROW became the group's HR area from day one. Step one: hire four back-office leaders — Finance, Legal, PMO and IT — so each could then define what their own area needed. In parallel: structure by entity, compensation benchmarks for each market, payroll coordination across countries and the implementation of the group's HR systems.
One door for every hire: no offer goes out until the role, pay, employing entity, equipment and access are defined — including hires from the leadership's own network.
Simple to start. Simple to adjust.
One monthly retainer
The full HR scope at a fixed monthly fee — no separate invoice for each process.
Levels by hiring load
The HR scope is the same at every level; levels only change how many searches run at the same time. You adjust the level month by month as hiring needs change.
A six-month build, not an open-ended dependency
The engagement is designed around six months, with the option to exit from month three with 30 days' notice, and month to month afterwards.
The alternatives, honestly.
Hire a Head of HR now
A full-time leader for the area.
A long search before anything moves, a fixed senior salary, and one person to build structure, systems and hiring at the same time.
EOR / PEO platform
Compliant payroll and employment in each country.
No structure, no leadership hiring, no people management — and a cost per employee that grows with headcount.
Search agencies + payroll firm
Each piece, bought separately.
Several providers with no one owning the whole, and a fee for every search.
ARROW Fractional HR
The HR area working from month one: structure, hiring, people management, payroll coordination and systems.
Not a full-time internal employee — by design, until you decide you need one.
Expanding into Mexico? Fractional HR is how your Mexico entity gets an HR area before it has a team big enough to need one.
Frequently asked.
What is fractional HR?
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A senior HR team that works as your company's HR area for a monthly retainer, without you hiring a full-time HR director. ARROW joins with your email and tools and is introduced to the team as HR.
Who employs the people you hire?
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Your company does. Every hire goes directly onto your payroll, in the right entity and country. ARROW does not employ or place staff on your behalf.
Are executive searches included?
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Yes. Searches are part of the retainer; the level you choose sets how many can run at the same time.
Does it work across several countries?
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Yes. We work with the payroll and legal providers in each country and keep structure, policies and people data consistent across entities.
What happens after six months?
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You decide: hire an internal HR leader — ARROW can run that search and hand over the area — or keep ARROW in the seat month to month.
How do we start?
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With a conversation about the business, the entities and the hires ahead. The diagnostic is part of the service: the first two months map the current state and design the area.
Need an HR area before you need an HR director?
Let's map where your company stands.
Tell us about the business, the entities and the hires ahead. We'll tell you what the first six months would look like.