What does an Executive Suite client look like?  They come in all shapes and sizes.  Over the past two decades, we have consulted with hundreds of companies from a variety of industries such as:

Profile 1 - A young company -  2-4 years old - approximately 9 employees.  The entrepreneurial owner is wearing all the hats, trying to do everything and wants to build a good company.

Problem:  The owner doesn't have the tools or the time to do it all and important needs of the organization are falling between chairs.

Profile 2- A small company with approximately 12 employees which needs, but isn't large enough to have an HR person on staff.  This company uses the office manager to juggle the liability insurance policy, the copier repairs, the supply ordering, the payroll processing, the ad for a new receptionist, the files for the I-9s, the unemployment claims forms, the medical insurance enrollment, and the bookkeeping

Problem:  This individual has no time for, or expertise in handling human resource compliance issues, hiring, or benefits administration.  This company puts itself at unnecessary risk for miscommunication, for inconsistency and possible discrimination problems.  Employees wait for answers and are left hanging because the entrepreneur doesn't recognize the damage caused by unnecessary delays.

Profile 3 - An established company with approximately 30 employees and several departments.  This company is probably 5-8 years old, has no HR manager, no office administrator, and HR falls to the "controllers" area, often because the controller handles payroll. 

Problem:  The department heads try to do their own permanent or interim hiring, consistency goes down the drain; the employees feel they have no one to speak with -- or no one to speak for them;  interpretations of benefits, corporate policy, job functions etc., vary widely adding to the confusion; and this confusion gets reflected to the customers. This company is ripe for conflict both internally and externally.

Profile 4 - A well established company with an HR department, which has on-going permanent hiring or interim staffing needs.

Problem:  This company's HR manager has quite a full plate with handling benefits administration and other compliance issues or internal employee related issues.  Recruitment and interim staffing issues can easily, efficiently and successfully be outsourced.

Solution: