Long-form, opinionated.
Decision frames and drafting notes for the moments where a template alone isn't enough — when to use an NDA, how to write a job description that hires the right person, what to put in an employment contract and what to leave out.
We write the way the work is done. No fluff, no five-minute reads padded to fifteen, no SEO-stuffing of the term "HR best practices". Plain English, opinions defended, examples specific.
How to write a job description that hires the right person
A job description is the first artefact of a hire. The structure below is the one that produces a clear ad, an aligned panel, and an offer the candidate accepts. Plain English, eight sections, no jargon.
Read →When do you need an NDA — and when does it just slow things down
NDAs are easy to over-deploy. The trick is knowing the three conversations where a confidentiality structure is genuinely protective, and the dozens of others where it's procedural friction the counterparty resents.
Read →How to onboard a new employee so they're contributing by day 90
Onboarding is the cheapest investment in retention you'll make. The structure below is the one that turns offer-accepted into contributing by day 90 — operational checklist, forward-looking plan, human moment, and the data layer.
Read →How to run a performance review that produces decisions, not paperwork
A performance review is supposed to produce three things: a calibrated rating, a documented record, and a clear set of next-period goals. Most produce only paperwork. The structure below is the one that produces decisions.
Read →What to include in an employment contract — and what to leave out
An employment contract is the operative document the employment relationship sits on. Most contract failures are bloat — clauses that don't add protection but slow the signing and confuse the employee. Here's what to include and what to leave out.
Read →The best HR learning management systems — an honest 2026 comparison
A short, honest comparison of the HR LMS landscape for 2026. Six tools, three tiers, and the questions that actually decide which one fits.
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