Products Overview
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Entry Services
HR Compliance Audit in Europe
We deliver tiered HR compliance audits for organizations operating across Europe, assessing employment documentation, payroll practices, statutory obligations, and HR governance to identify and prioritize compliance risks.
Fixed price (tiered by employee size)
Transaction
M&A HR Support in Europe
Our mergers and acquisitions support include senior HR due diligence, workforce risk assurance, and post-transaction integration support across European jurisdictions, designed for organisations acquiring integrating European entities.
Fixed project fee (primary model)
Infrastructure
Systems & Payroll Coordination
Bring structure, control, and visibility to multi-country HR and payroll operations across Europe. This product is designed for organisations operating in more than 2 European countries.
Retained-based
Risk
Employment Documentation Package
Ready-to-use, country-specific employment documentation aligned with European labour law and local market practice, enabling confident hiring & day-to-day management.
Pricing
Entry Services
Compensation & Benefits Strategy
We design clear, defensible compensation strategies and benefits structures aligned with European labor law, statutory obligations, local market realities, and your growth plans.
Pricing
Entry Services
Market Entry HR Setup in Europe
We deliver end-to-end HR setup and strategy for organizations hiring across Europe, aligning employment compliance, payroll registration, statutory obligations, and HR structures before hiring begins.
Pricing
Entry Services
Recruitment Support in Europe
We deliver compliant, labour-market-aware recruitment support in one or multiple European countries, ensuring roles are correctly scoped, salaries are realistic, and hiring decisions are aligned with local employment frameworks.
Pricing
HR Compliance Audit in Europe
Product code: HRCA01
Product details
Purpose: We give you a clear compliance map across your European operations, what’s compliant, what’s not, and what to fix first.
Trigger:
Most clients come to us when they realise they don’t know if they are compliant.
Primary Triggers
- Entering a new European country
- Rapid growth (20+ employees or scaling across entities)
- Pre-investment / due diligence preparation
- Internal concerns about compliance gaps
Secondary Triggers
- Recent HR incident or dispute
- Change in local legislation
- Audit request from HQ (US/UK clients especially)
- Preparing for funding / board reporting
Scope focus:
Core Audit Areas
- Employment Contracts
- Working Time & Leave
- Payroll & Compensation
- Policies & Documentation
- Employee Classification
- Termination Practices
- Data & HR Systems (if applicable)
Output
- Compliance score (per country)
- Risk heatmap (high / medium / low)
- Prioritised action plan
Delivery timeline:
Standard: 2–4 Weeks
- Week 1: Kick-off & data collection
- Week 2: Audit execution
- Week 3: Consolidation (if needed)
- Final: Report + client walkthrough + upsell discussion
Rule: Every audit ends with a commercial next-step discussion.
Commercial Positioning (For Sales Team)
Do NOT sell:
- Hours
- Audit mechanics
DO sell:
- Risk reduction
- Clarity
- Prioritisation
Sales line:
“We’re not auditing for the sake of auditing—we’re giving you a clear, prioritised roadmap to stay compliant and scale safely in Europe.”
Pricing details
Payment type:
- Fixed price (tiered by employee size)
- Recommended:
- SMEs: 100% upfront
- Larger clients: 50% upfront / 50% on delivery
Tier 1 – Single Country Audit (Actual Pricing Model)
| Employee Range |
Price (€) | Consultant Hours |
Internal Cost (€) | Margin |
| 5–10 | 2,500 | 8 | 1,150 | 54% |
| 10–15 | 3,000 | 10 | 1,520 | 49% |
| 15–20 | 3,500 | 12 | 1,900 | 46% |
| 20–25 | 4,500 | 16 | 2,280 | 49% |
| 25–30 | 5,000 | 16 | 2,660 | 47% |
| 30–35 | 5,500 | 18 | 3,040 | 45% |
| 35–40 | 6,000 | 20 | 3,420 | 43% |
| 40–80 | 7,500 | 25 | 3,800 | 49% |
Tier 2 – Multi-Country Audit
| Scope | Pricing logic | Example |
| 2–3 countries | Base + 70% per additional country | €5,000 + €3,500 + €3,500 |
| 4–6 countries | Base + 60% per additional country | Scaled discount |
Consultant Hours:
- 25–70 hours depending on scope
Strategic Pricing Insight (Important):
- Your margins are healthy (43%–54%) → very good for an entry product
- Sweet spot = 10–25 employees (highest efficiency vs effort)
- Larger audits (40–80) = strategic upsell drivers, not margin drivers
This product should be positioned as:
“Low-risk entry point → high-value expansion opportunity”
Built-in Upsell Path
Immediate (Post-Audit)
- Policy localisation
- Contract updates
- Compliance remediation
Mid-Term
- Retained HR support
- Country HR management
Strategic
- Pan-European HR model
- HR tech implementation
Core message:
“The audit is not the end, it’s the starting point.”
Strategic Enhancement (To Increase Conversion & Pricing Power)
Add to deliverables:
- Compliance Score (0–100)
- Top 5 Risks to Fix Immediately
- Optional: Estimated financial exposure
M&A HR Support in Europe
Product code: MA01
Product details
Purpose: We de-risk the people side of your European transaction, before, during, and after the deal, ensuring compliance, protecting workforce stability, and safeguarding deal value.
Trigger:
Clients engage us when HR risk becomes critical during fast-moving transactions and internal teams lack the capacity or local expertise to manage it.
Primary Triggers
- Active M&A transaction (buy-side or sell-side)
- Pre-deal HR due diligence requirements
- Acquisition of a European entity or workforce
- Carve-outs or divestitures involving employees
- Post-merger integration challenges
Secondary Triggers
- Investor / Private Equity scrutiny
- Identified workforce risks during due diligence
- Complex employee transfer scenarios (e.g. TUPE)
- Cultural misalignment post-acquisition
- Lack of European HR expertise internally
Scope focus (Modular by Deal Phase):
1. Pre-Deal: HR Due Diligence
- Workforce analysis (headcount, structure, cost)
- Employment contract and compliance review
- Identification of legal and operational risks
- CBA / union exposure analysis
Output
-
HR risk report
-
Red flag summary
-
Cost and liability insights
2. Deal Phase: Transaction Support
- TUPE / employee transfer management
- Works council coordination
- Employee communication strategy
- Risk mitigation actions
Output
- Transfer plan
- Compliance validation
- Documentation framework
3. Post-Deal: Integration & Optimisation
- Contract harmonisation
- Policy alignment
- HR operating model design
- Cultural integration support
- Restructuring (if required)
Output
- Integration roadmap
- HR structure and governance model
- Implementation support
Delivery timeline:
Standard Duration: 6–12 Weeks
| Pre-deal | 2-4 weeks | Due diligence & risk assessment |
| Deal execution | 2-4 weeks | Transfer & compliance execution |
| Post-merger | 2-6 weeks | Integration & optimisation |
Can be delivered:
- As full end-to-end support
- Or as standalone modules depending on deal stage
Internal rule: Every phase must include a forward-looking commercial discussion.
Strategic Enhancements
To further increase value and pricing power, include:
- HR Risk Scorecard (deal readiness)
- Top 10 HR risks impacting deal value
- Estimated financial exposure
Pricing structure (Strategically Positioned)
Payment type:
- Fixed project fee (primary model)
- Phased billing aligned with deal stages
Recommended terms:
- 40% upfront
- 30% mid-project
- 30% upon completion
Pricing Framework (Core Logic):
Pricing is based on:
1. Number of countries
2. Number of employees impacted
3. Scope (due diligence vs full integration)
Tier 1 – Single Country / Lower Complexity
| Scope | Price (€) | Consultant Hours |
| Due diligence only | 6,000 – 10,000 | 40–60 |
| Full support (end-to-end) | 10,000 – 15,000 | 60–80 |
Tier 2 – Multi-Country / Medium Complexity
| Scope | Price (€) | Consultant Hours |
| 2–3 countries | 12,000 – 20,000 | 60–90 |
Tier 3 – Pan-European / High Complexity
| Scope | Price (€) | Consultant Hours |
| 4+ countries / large workforce | 20,000 – 40,000+ | 80–150 |
Strategic Pricing & Positioning
This product must be positioned and priced as a premium, expertise-driven service, not a volume-based HR offering.
- The current average basket (€8K–€20K) is below the true market value
- The target positioning should shift toward:
- €15K–€30K for most deals
This is not “HR support”
This is a deal-risk protection service
Core positioning::
- Protect deal value
- Prevent delays and legal exposure
- Ensure execution under time pressure
Sales line:
“We ensure HR does not become the reason your deal is delayed, challenged, or loses value.”
Consultant Hours Allocation (Internal Guidance)
| Phase | Hours Range |
| Due diligence | 15–30 |
| Deal execution | 15–30 |
| Integration | 20-60 |
Built-in Upsell Path
Immediate
- Post-merger retained HR support
- Documentation harmonisation
- Payroll / HRIS integration
Mid-Term
- Restructuring & redundancy support
- Country-level HR management
Strategic
- Pan-European HR operating model
- Leadership & cultural integration
Key message:
“The deal is the start, value is created in the integration.”
Final Positioning
- Premium, expert-led offering
- Critical to deal success
- High-value, relationship-building service
Systems & Payroll Coordination
Product code: SPC01
Product details
Purpose: To bring structure, control, and visibility to fragmented multi-country HR and payroll operations across Europe, without requiring a full systems overhaul. This service ensures that existing HR systems and payroll providers operate as one coordinated model, improving accuracy, compliance, and reporting for leadership.
Trigger:
This service is usually triggered when organisations experience:
- Payroll errors, inconsistencies, or delays across countries
- Lack of alignment between HR, payroll, and finance
- Poor visibility on European headcount, costs, or compliance status
- Rapid expansion into multiple European countries
- Post-acquisition integration challenges
- Audit preparation or compliance concerns
- Frustration with multiple vendors and disconnected systems
Scope focus (Modular by Deal Phase):
We focus on coordination -not replacement- of your existing ecosystem:
- Multi-country payroll process mapping and alignment
- HRIS and payroll data flow standardisation
- Vendor coordination (local payroll providers, global platforms)
- Ownership definition across HR, Finance, and external partners
- Payroll calendar alignment and governance structures
- Data consistency and reporting frameworks
- Risk identification and compliance gap reduction
- Escalation and issue resolution processes
Typical scope:
- 2–10+ European countries
- Multiple payroll vendors
- ~50–500+ employees (scalable beyond this)
2. Deal Phase: Transaction Support
- TUPE / employee transfer management
- Works council coordination
- Employee communication strategy
- Risk mitigation actions
Output
- Transfer plan
- Compliance validation
- Documentation framework
3. Post-Deal: Integration & Optimisation
- Contract harmonisation
- Policy alignment
- HR operating model design
- Cultural integration support
- Restructuring (if required)
Output
- Integration roadmap
- HR structure and governance model
- Implementation support
Delivery timeline:
Standard Duration: 6–12 Weeks
| Pre-deal | 2-4 weeks | Due diligence & risk assessment |
| Deal execution | 2-4 weeks | Transfer & compliance execution |
| Post-merger | 2-6 weeks | Integration & optimisation |
Can be delivered:
- As full end-to-end support
- Or as standalone modules depending on deal stage
Internal rule: Every phase must include a forward-looking commercial discussion.
Strategic Enhancements
To further increase value and pricing power, include:
- HR Risk Scorecard (deal readiness)
- Top 10 HR risks impacting deal value
- Estimated financial exposure
Pricing structure (Strategically Positioned)
Payment type:
- Fixed project fee (primary model)
- Phased billing aligned with deal stages
Recommended terms:
- 40% upfront
- 30% mid-project
- 30% upon completion
Pricing Framework (Core Logic):
Pricing is based on:
1. Number of countries
2. Number of employees impacted
3. Scope (due diligence vs full integration)
Tier 1 – Single Country / Lower Complexity
| Scope | Price (€) | Consultant Hours |
| Due diligence only | 6,000 – 10,000 | 40–60 |
| Full support (end-to-end) | 10,000 – 15,000 | 60–80 |
Tier 2 – Multi-Country / Medium Complexity
| Scope | Price (€) | Consultant Hours |
| 2–3 countries | 12,000 – 20,000 | 60–90 |
Tier 3 – Pan-European / High Complexity
| Scope | Price (€) | Consultant Hours |
| 4+ countries / large workforce | 20,000 – 40,000+ | 80–150 |
Strategic Pricing & Positioning
This product must be positioned and priced as a premium, expertise-driven service, not a volume-based HR offering.
- The current average basket (€8K–€20K) is below the true market value
- The target positioning should shift toward:
- €15K–€30K for most deals
This is not “HR support”
This is a deal-risk protection service
Core positioning::
- Protect deal value
- Prevent delays and legal exposure
- Ensure execution under time pressure
Sales line:
“We ensure HR does not become the reason your deal is delayed, challenged, or loses value.”
Consultant Hours Allocation (Internal Guidance)
| Phase | Hours Range |
| Due diligence | 15–30 |
| Deal execution | 15–30 |
| Integration | 20-60 |
Built-in Upsell Path
Immediate
- Post-merger retained HR support
- Documentation harmonisation
- Payroll / HRIS integration
Mid-Term
- Restructuring & redundancy support
- Country-level HR management
Strategic
- Pan-European HR operating model
- Leadership & cultural integration
Key message:
“The deal is the start, value is created in the integration.”
Final Positioning
- Premium, expert-led offering
- Critical to deal success
- High-value, relationship-building service
Employment Documentation Package
Product code: EDC01
Product details
Purpose:
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Compensation & Benefits Strategy
Product code: SBS01
Product details
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Market Entry HR Setup in Europe
Product code: MEHR01
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Recruitment Support in Europe
Product code: RCS01
Product details
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