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Consultuence provides three integrated HR solutions:
We serve startups, growing organizations, MSMEs, enterprises, and Global Capability Centers.
We serve any organization that needs professional HR:
- Startups (0-50)—Affordable HR strategy without full-time CHRO
-Growing Orgs (50-200) - Scaling infrastructure and transformation
- MSMEs (200-500) - Cost-effective HR leadership
Enterprises (500-1000+) - Strategic consulting + specialized services
GCCs (200-5000+) - Multi-country expertise + rapid scaling
Whether you're hiring your first 50 people or managing 5000 across countries, we have solutions.
Our HR services are customized based on your business needs. We offer competitive pricing and will work with you to create a plan that fits your budget.
Three key differences:
1. Flexible engagement—Fractional (ongoing), project-based, or BOT model—not expensive multi-year retainers
2. AI integration—Optional AI agents to automate routine work and free your team for strategy
3. End-to-end—We don't just advise; we help build sustainable HR infrastructure you own
Traditional consultants come, advise, and leave. We stay engaged and transfer knowledge to your team.
provides meaningful feedback to your staff.
From Day One to Scale: Exceptional HR, Every Stage
We help organizations at any stage build professional, scalable HR infrastructure—whether you're a startup, MSME, enterprise, or Global Capability Center.
scheduling to streamline your hiring process.
·A fractional CHRO is an experienced Chief Human Resources Officer engaged on a part-time or contract basis. They provide senior HR leadership without the full-time cost. For example, rather than spending ~76 days to hire a full-time executive, you can have a fractional CHRO in place in weeks. These leaders craft strategy, mentor your HR team, and align people initiatives to your business goals.
They bring immediate expertise in talent management, culture-building, and compliance. Our fractional CHROs can revamp your hiring process, roll out performance reviews, design compensation plans, and more. You pay only for the time you need, making it far more affordable than a full-time hire. (In fact, fractional CHROs often cost ~$30K/year versus $350K for a full-time CHRO This means strategic leadership without blowing your budget.
· Any organization that requires senior HR guidance but isn’t ready for a full-time CHRO. This includes most startups and growing companies, or even established businesses undergoing change (like mergers or restructuring). If your internal HR team is overwhelmed or your leadership lacks HR expertise, a fractional CHRO provides a tailored solution.
With fractional HR, you get top-tier leadership on demand. You avoid the lengthy hiring process and high fixed costs of a full-time executive. Engagements are flexible: you can increase support during a scaling phase or scale back when things stabilize. This agility matches your growth curve. As studies show, businesses using fractional HR see efficiency gains quickly
We set clear objectives (e.g. fill positions faster, improve retention, or automate processes) and track metrics. For instance, clients often see reduced time-to-hire and improved employee satisfaction. You’ll get regular reports on progress. In general, fractional CHROs deliver strategic direction that translates into measurable improvements in engagement and productivity.
In a BOT engagement, Consultuence builds and operates your HR function until it’s fully mature, then transfers it back to your organization. This means we set up processes (Build), run them day-to-day (Operate), and then train your people to take over (Transfer). It combines outsourcing advantages with eventual in-house control
· BOT is ideal when you need end-to-end support for a large program—such as creating an entire HR center or function. If you have a long-term vision (1–3 years) of establishing HR infrastructure, BOT is the choice. Project-based consulting is better for one-off initiatives (like implementing a new HRIS, or conducting an organizational redesign) with a defined scope and shorter timeline.
· BOT projects typically span 18–36 months, depending on complexity. Early stages involve rapid setup, then steady operation. We agree on milestone handovers, so you know when control shifts back to you. We build in training and documentation throughout to ensure a smooth transfer at the end.
· We do both. In fractional and BOT models, our experts actually handle tasks (recruiting, policy drafting, training delivery, etc.) alongside your team. We become an extension of your HR department. In project-based work, we may execute part of the solution (e.g. configuring an HR system) and advise on the rest. Either way, we ensure implementation, not just strategy.
· A GCC is a captive operations center for a multinational company—often used for IT, finance, or HR work. For example, many global tech firms have GCCs in India. GCCs now number in the thousands (India alone has ~1,700 centers and serve as strategic hubs. Unlike third-party outsourcing, a GCC works only for its parent company.
· High-growth Offshore centers typically struggle with talent retention and alignment. Attrition rates can be 23–25% annually, especially among skilled tech roles. There’s also a skills gap for emerging domains (AI, cloud, etc.). Additionally, GCCs must balance local labor laws and cultural integration with the parent company’s policies. These pressures require a specialized HR strategy.
We specialize in the GCC context. We can design retention programs (career paths, leadership dev) to reduce turnover, implement upskilling initiatives (internal training academies, rotation programs) to close skill gaps, and set up governance (compliance frameworks, performance metrics) to align your center with global strategy. Essentially, we treat your GCC like a startup-within-a-corporation, providing agility and expertise.
· Yes – we can deploy consultants at your center for close collaboration. Our team includes experts based in all major GCC regions. We blend on-site support with remote tools (video, shared platforms) to be as integrated as needed.
AI Agents are specialized software assistants for HR tasks. Each agent (e.g. Hiring, Onboarding, Engagement) uses artificial intelligence to automate routine work and surface insights. For instance, the Hiring Agent can automatically screen resumes and schedule and consuct interviews. These tools complement your team by handling volume and providing data-driven recommendations
· Not at all. Our AI agents are fully optional modules. You choose which (if any) to implement. Many organizations start with one or two agents and add more over time. (In fact, research shows many companies are just beginning to adopt AI We always ensure human oversight, so you retain final decision-making.
Our agents are designed for easy integration. The Hiring Agent can plug into common ATS and job boards; the Onboarding Agent can link with your HRIS and collaboration tools; the Engagement Agent can send surveys via email or chat platforms. We provide APIs and connectors for popular HR software (Workday, BambooHR, etc.) as well as Slack, Teams, and email, so the agents work alongside your infrastructure.
Yes. Data privacy and security are built in. All AI processing happens on secure servers with encryption. Agents only access data that you authorize (e.g. candidate resumes, survey responses). We comply with data protection regulations and ensure no sensitive information leaks. Since HR data is highly confidential, we also offer on-premise or private-cloud deployment for organizations with strict IT policies