Peopleish is a female-owned, Ohio-based business built on the belief that small businesses deserve practical, people-focused HR solutions. We know firsthand the challenges of running and growing a business, and we bring that experience to every client relationship.

We are based in Ohio, but we work with clients across the country. Since we are a remote-first company, most of our work is done virtually. However, when it’s practical and necessary, we’re happy to provide on-site support for specific projects or critical HR situations.

We work with clients across most of the U.S.

We serve U.S.-based businesses with U.S. employees, in all states except California.

We do not work with businesses in California. Employment laws in California are highly unique and require specialized expertise, so we recommend working with a consultant who specializes in that state. We can recommend someone great.

We do not work with international businesses or handle HR for non-U.S. branches. While we can help U.S.-based companies develop policies that apply to their U.S. employees, we do not provide HR services for international operations or employee relations outside the U.S.

As a remote-first company, we work with clients virtually, but when it’s practical and necessary, we can provide on-site support for specific projects. If you’re unsure whether we’re the right fit for your business location or needs, reach out, and we’ll be happy to discuss!

Yes—when it makes sense. While the majority of our work is done remotely, we understand that some situations benefit from in-person support. Whether it’s an on-site training, an important HR investigation, or another critical business need, we’re open to on-site work when it’s practical and required.

Great question! Choosing between a Professional Employer Organization (PEO), an Administrative Services Organization (ASO), or a fractional HR service like Peopleish depends on your business size, goals, and how much control you want over your HR functions. Each option has its pros and cons, and the right choice depends on what you actually need—not just what sounds good on paper.

📌 What’s the difference?

1️⃣ PEO (Professional Employer Organization) – They co-employ your workers.

A PEO essentially "shares" your employees—they become the official employer of record for payroll, taxes, benefits, and compliance. They handle HR administration but often come with less flexibility and higher costs.

✔ Pros:
✅ Bundled services – Payroll, benefits, HR compliance, and workers’ comp all in one.
✅ Access to large-group benefits – You may get better health insurance rates.
✅ Reduces administrative burden – They handle payroll taxes, compliance, and filings.

❌ Cons:
🚫 Loss of control – The PEO technically employs your people, meaning you may have less flexibility in policies, benefits, and HR decisions.
🚫 One-size-fits-all approach – Policies and benefits are standardized, which may not fit your company’s unique culture.
🚫 Can be expensive – Fees are typically a percentage of payroll or a per-employee fee, which can add up fast.

A PEO is best for small businesses that want to completely offload HR admin tasks and don’t mind giving up some control.

2️⃣ ASO (Administrative Services Organization) – They provide HR support, but you keep control.

An ASO offers payroll, benefits, and compliance support like a PEO but without co-employment. You still handle HR decisions, but they help with the administrative heavy lifting.

✔ Pros:
✅ You keep control – Unlike a PEO, you remain the sole employer of your workforce.
✅ HR admin support – Payroll, compliance, and benefits management without handing over ownership of your employees.
✅ More flexibility – You can choose which services you need.

❌ Cons:
🚫 No pooled benefits – Unlike a PEO, you don’t get access to large-group health plans.
🚫 Still requires internal HR leadership – You may need someone in-house to handle employee relations and people strategy.

An ASO works well for businesses that want administrative help but still want to manage their own HR strategy.

3️⃣ Fractional HR Service (Like Peopleish) – Custom HR Support Without the Overhead

A fractional HR service is an alternative to hiring a full-time HR team. We help with HR strategy, compliance, hiring, policies, and leadership coaching—but we don’t take over payroll, benefits, or co-employment.

✔ Pros:
✅ Flexible & personalized – We tailor HR support to fit your business size, culture, and goals.
✅ You keep control – We act as a strategic partner, but you remain the sole employer.
✅ More cost-effective – Instead of a full-time HR hire or expensive PEO fees, you get HR expertise without the overhead.
✅ People-first approach – We focus on culture, retention, and strategic HR, not just admin tasks.

❌ Cons:
🚫 We don’t do payroll or benefits administration – Unlike a PEO or ASO, we don’t handle tax filings, benefits negotiations, or workers’ comp processing.
🚫 Not ideal for companies looking to fully outsource HR administration – We work with you, not as a replacement for an internal HR team.

A fractional HR service like Peopleish works best for businesses that want strategic, people-first HR support without the cost and complexity of a PEO or ASO.

We do! We offer a full menu of à la carte offerings that are add-ons for some of our packages (included in our more comprehensive ongoing packages) or for clients that just need occasional support. Our current clients get priority access including those clients who do not utilize our ongoing support. We respond to all requests within 24 hours and can usually work on resolving your issues within 72 hours. Established clients can text us or email us for faster service. We also offer a program to help clients who want to keep a firm like ours accessible to them but don’t necessarily need ongoing support to help them save time and money when an issue does arise.

We offer a wide range of HR services including HR policy development, employee handbook creation, compliance audits, performance management, employee relations, training and development, recruitment and onboarding support, and customized HR solutions tailored to your business needs.

Item deYou Have Employees. That Means You Have HR.

Whether you realize it or not, HR is already happening in your business. Every time you hire, onboard, manage, or even just communicate expectations—you're doing HR. The real question is:

-Are you doing it right?
-Are you staying compliant (without the legal nightmares)?
-Are you creating a workplace where people want to stay?

That’s where Peopleish comes in. We help businesses get ahead of HR challenges before they become HR disasters—from hiring the right people to handling tricky situations without drama (or lawsuits).

HR isn’t just policies and paperwork. It’s about protecting your business, supporting your team, and making work… well, work.

Let’s make sure you’re covered. Let’s talk.

We offer various levels of ongoing HR support, from basic advisory services to comprehensive HR management. This includes regular check-ins, quarterly projects, monthly objectives, and support for specific HR issues as they arise.

We actually founded Peopleish for companies just like yours. While working as a fractional CHRO at a multifaceted firm, our founder realized that there were a lot of clients who didn’t need robust HR help but still had questions and needed help buttoning up policies and creating systems. They didn’t want to have monthly meetings, they didn’t want to be bogged down with a ton of tasks. That didn’t mean they didn’t want to be in compliance though. They just wanted more of a bite sized approach. We created our HR Essentials package around this type of client.

We conduct a thorough client onboarding process and take it very seriously. We believe that the only way to really offer customized advice, policies and procedures is to get to know YOU as a unique organization. We begin with a thorough assessment of your current HR practices, policies, and business needs. Based on this assessment, we create a customized HR roadmap and tailor our services to align with your specific goals and requirements.

We provide guidance and support in addressing HR-related issues, including documentation, investigation, and resolution strategies. Our goal is to minimize legal risks and ensure compliance with all relevant laws. In a world where anyone can sue anyone, this can happen occasionally even when you have done everything in your power to be compliant. In that case, we offer assistance prepping documentation to present to an attorney to minimize the billable hours as much as possible. We are happy to refer you to a great attorney if you do not already have one. Peopleish is a firm of Human Resource professionals. Our job is to implement best practices, and compliant policies and procedures. Our advice is not legal advice. When it is appropriate to work with an attorney, we will recommend you do so. Our services complement each other but are different offerings.

An employee handbook provides clear guidelines on company policies, procedures, and expectations. It helps ensure consistency, compliance, and transparency and serves as a valuable resource for employees and management alike. From a compliance standpoint, it ensures that your employees are aware of their rights and proves that your company set forth standards under current laws. From a cultural standpoint, it lets your employees know what to expect and how to handle a multitude of issues. There are multiple tones that a handbook can take. From short and sweet, to more formal, to everything in between, we customize the handbook to fit your culture and make it a useable tool for your employees.

We recommend reviewing and updating your employee handbook annually and potentially supplementally whenever there are significant changes in labor laws or company policies. Regular updates ensure that the handbook remains current and relevant but updating too often can dilute the integrity of the handbook and be confusing for employees. When we do handbook updates, we also present a change guide for employees to make changes visible and very clear.

We do! If you need something a little bit different we can coordinate a call to determine if a custom package might be a great fit!

Absolutely! For some businesses, the roadmap is a great way to get a 3rd party analysis of your current operations. If y you have a staff that is willing and able to execute on that roadmap, you are not obligated to any other services. The roadmap can be a standalone service or we can collaborate on a customized analysis of your business.

In most cases, yes. We truly believe that the best way for us to deliver the best service is to get a true picture of your current operations and issues. We do offer a generalized packages of templates that may fit your needs if you are not interested in the more customized approach and a la carte offerings for single issues.

Absolutely! We understand that not every business requires continuous support. Our à la carte services are designed for clients who need occasional assistance. Whether it's a quick question or a specific project, we're here to help. While our established clients receive priority access, and we strive to respond to all inquiries within 24 hours.

Customization is at the heart of what we do. Our process begins with a thorough onboarding assessment, where we delve into your current HR practices, company culture, and specific needs. Based on this assessment, we develop a personalized HR roadmap that aligns with your business objectives, ensuring our solutions are both effective and relevant.

While we strive to prevent legal issues through proactive HR management, we understand that challenges can arise. In such cases, we assist by:

• Providing Guidance: Offering advice on documentation and investigation procedures.

• Collaboration: Working alongside legal professionals to address the issue effectively.

• Referrals: Connecting you with trusted employment attorneys if specialized legal counsel is required.

Please note, while we offer expert HR advice, it should not be construed as legal counsel. We recommend consulting with legal professionals for matters requiring legal expertise.

It depends but in many cases, no or not fully. Many of our clients have internal HR teams that are amazing. We’re here to compliment their efforts. We’re not here to take over—we’re here to team up. If you have an internal HR person (or team), we help fill in the gaps, tackle tricky projects, and bring extra expertise when needed.

When it doesn’t make sense for a business to hire someone full-time internally, we can be a supplement and help give expert guidance without having to add an HR hat to an internal employee.

Think of us as your HR sidekick—minus the cape (but we do make you look good).

We cut the jargon. We don’t do cookie-cutter solutions. And we actually make HR useful, human, and (dare we say?) enjoyable.

We’re not here to lecture you on policies—we’re here to help you build a workplace where people thrive and businesses grow.

Because HR isn’t just about rules—it’s about people.

Sure. And you might even get the right answer. But HR isn’t just about finding an answer—it’s about finding the right answer for your specific situation.

We’ve worked across multiple industries, partnered with businesses of all sizes, and navigated:
✅ Audits (and the panic that comes with them)
✅ Fines and compliance nightmares (that could have been avoided)
✅ Lawsuits (some preventable, some messy)
✅ Tough terminations, employee disputes, and leadership struggles
✅ Employment attorneys, legal gray areas, and everything in between

Google can give you a general answer. But we can give you the right one—tailored to your business, your team, and your challenges.

💡 Because HR isn’t just about policies—it’s about people. And people don’t fit into one-size-fits-all solutions.

Instead of spending hours down an internet rabbit hole, let’s talk. We’ll save you time, stress, and potentially some very expensive mistakes.

Easy. Just reach out, and let’s chat. You can even sign up for some of our services right through our website.

No pressure, no jargon—just a real conversation about what you need and how we can help.

We believe in partnership and collaboration—not sales pitches. If we’re the right fit, great! If not? We’ll be the first to tell you. We’d rather point you in the right direction than waste your time with something that doesn’t serve you.

We’re friendly, straightforward, and genuinely invested in helping small businesses and HR teams succeed. Whether you need ongoing support, a one-time consult, or just a second opinion, let’s connect and talk through what you’re looking for.

Get in touch today. No commitment—just a conversation.

Let’s just say… we won’t show up in a suit unless you make us.

At Peopleish, we believe HR should be human, approachable, and effective. We’re not here to bury you in legal jargon or hand you a thick policy manual no one will ever read. Instead, we focus on real-world, practical solutions that actually work for your business and your team.

That said, we know that every company has its own culture. Some workplaces thrive in a laid-back, casual environment, while others prefer a more structured, buttoned-up approach. We adapt to you.

Because we’re a remote-first company, we’re already built for flexibility. Whether you need:
📌 Straight-to-the-point, no-fluff guidance for fast-moving decisions
📌 A strategic partner to help shape your HR policies and long-term vision
📌 More formal HR documentation and processes for compliance-heavy industries

—we meet you where you are. If you want an official, buttoned-up HR approach, we can do that. If you’d rather keep it conversational and cut through the red tape, that’s our natural style.

At the end of the day, we’re here to make HR work for you—not the other way around.

Workplace culture isn’t a ping-pong table or free snacks—it’s how your people feel at work.

If your team is disengaged, frustrated, or running for the exits, we help you:
- Figure out what’s going wrong
- Create a culture people actually want to be part of
- Build leadership that inspires, not micromanages

Because happy teams don’t happen by accident.

Yes. And trust us, there’s definitely a right way.

Terminations are one of the hardest parts of running a business—not just legally, but emotionally. As a small business owner, you care about your employees. Letting someone go isn’t just checking a compliance box—it’s a tough, personal decision that affects both the person leaving and the team staying behind.

That’s why we approach terminations with respect, dignity, and fairness while ensuring your business stays protected and compliant.

Here’s how we help:

-Prevention First: If there’s a way to turn things around—through coaching, performance improvement plans, or better role alignment—we’ll help you explore that first. Sometimes, termination isn’t the only answer.

-When It’s Time to Let Go: If it truly is the best decision, we guide you through the process step by step—from documenting performance issues to structuring the conversation in a way that’s clear, professional, and humane.

-Handling It Legally & Ethically: Terminations can go south fast if done improperly. We help ensure you’re following all legal requirements, mitigating risk, and avoiding costly mistakes.

-Protecting Your Culture & Team Morale: The way you handle a termination matters—not just for the person leaving, but for the employees staying. We help you communicate changes in a way that keeps your team engaged, not fearful.

Bottom line? We help you avoid terminations whenever possible, but when it has to happen, we make sure it’s done the right way.

Let’s talk. Whether you need guidance on preventing turnover or handling a termination properly, we’re here to help.

Absolutely. A bad hire costs time, money, and sometimes your sanity. A great hire? That’s a game-changer.

But here’s the thing: While many of us come from strong recruitment backgrounds, Peopleish is not a recruitment firm. We don’t source candidates or fill roles for you—but we do make sure your hiring process sets you up for success.

We help you:

✅ Attract the right people – A job description isn’t just a list of tasks; it’s your first impression. We help you craft clear, compelling job postings that attract candidates who actually fit.

✅ Refine your interview process – Winging it in interviews leads to inconsistent hiring and costly mistakes. We work with you to create structured, strategic interview plans so you can confidently assess candidates.

✅ Ask the right questions – We help you design interview questions that go beyond “Tell me about yourself” and actually uncover skills, culture fit, and potential red flags.

✅ Set up a smooth hiring experience – From refining your application process to offer letters, we make sure every step is clear, compliant, and designed to attract top talent.

✅ Onboard properly – Hiring the right person is only half the battle. A great onboarding experience ensures they actually stay and succeed. We help you set up an onboarding process that welcomes, trains, and retains employees.

Need full-scale recruitment support? We’ve built great relationships with trusted recruiters and are happy to refer you to the right partner.

At the end of the day, hiring isn’t luck—it’s strategy. And we help you get it right.

Let’s talk. Whether you’re hiring now or refining your process for the future, we’re here to help.

You could roll the dice, and maybe you’ll get lucky—for a while. But sooner or later, every business runs into people-related challenges that can’t be ignored. Without a solid HR foundation, those challenges can cost you time, money, and even your reputation.

Here’s what can happen when HR is treated as an afterthought:

• Employee misclassification can lead to major fines.
  The Department of Labor estimates that 30% of employers misclassify workers as independent contractors instead of employees. This can result in penalties, back pay, and even lawsuits. In 2022 alone, businesses paid over $6 billion in wage and hour violation settlements.

• Terminations can turn into legal disputes.
  Wrongful termination claims are among the most common employment lawsuits. The Equal Employment Opportunity Commission (EEOC) receives around 60,000 workplace discrimination charges every year, and settlements can cost small businesses anywhere from $10,000 to hundreds of thousands of dollars.

• Toxic workplaces drive employees away.
  Studies show that 79% of employees who quit their jobs cite "lack of appreciation" as a major reason. High turnover is expensive—replacing an employee can cost 50% to 200% of their annual salary, depending on the role.

• Compliance violations can damage your business.
  Employment laws change frequently, and small businesses are especially vulnerable to missing key updates. OSHA fines for safety violations start at $15,625 per incident, and failing to comply with the Family and Medical Leave Act (FMLA) or Americans with Disabilities Act (ADA) can result in lawsuits and reputational harm.

• Unclear policies lead to confusion and inconsistency.
  Without established HR policies, businesses struggle with inconsistent decision-making, which can lead to unintentional bias, employee dissatisfaction, and increased liability risks.

Ignoring HR doesn’t always lead to immediate problems, but over time, small issues snowball into avoidable crises. Proactive HR practices protect your business, support your employees, and create a workplace where people want to stay and grow.

If you're not sure where to start, that's where we come in. Let's build an HR strategy that works for you—before problems arise.

Sources:

1. U.S. Department of Labor. Misclassification of Employees as Independent Contractors. Retrieved from dol.gov

2. Equal Employment Opportunity Commission (EEOC). Fiscal Year 2023 Annual Performance Report. Retrieved from eeoc.gov

3. Equal Employment Opportunity Commission (EEOC). Retaliation: Making It Personal. Retrieved from eeoc.gov

4. Pillsbury Law. DOL Finalizes New Independent Contractor Rule Under Fair Labor Standards Act. Retrieved from pillsburylaw.com

Only if you want to avoid confusion, drama, and the dreaded phrase: “I didn’t know that was a rule.”

An employee handbook isn’t just a boring corporate document—it’s your business’s playbook. It sets the tone for your workplace, defines expectations, and ensures everyone—from leadership to new hires—is on the same page.

Here’s why having a well-written, clear, and customized handbook is a game-changer for your business:

1. It Protects Your Business (And You!)

HR laws are complex and constantly changing. A handbook provides:

• Legal clarity – Clear policies help ensure you’re compliant with state and federal laws, reducing the risk of fines or legal disputes.

• Consistency in decision-making – A handbook eliminates gray areas, so policies are applied fairly and uniformly across all employees.

• Documentation – If issues arise (e.g., disciplinary actions or termination disputes), your handbook proves employees were informed of the rules upfront.

2. It Creates a Stronger, More Transparent Workplace

Employees don’t want to guess what’s expected of them—and business owners shouldn’t have to answer the same questions over and over. A handbook:

• Outlines workplace policies in plain language.

• Defines company culture, values, and mission so employees feel connected to the bigger picture.

• Helps new hires adjust faster and with fewer questions.

3. It Reduces Workplace Confusion (And Drama)

No one likes awkward workplace conflicts, and unclear policies are a recipe for misunderstandings. A well-structured handbook:

• Provides clarity on time-off policies, performance expectations, and workplace behavior.

• Reduces disputes by setting clear guidelines on issues like harassment, remote work, and disciplinary procedures.

• Prevents the dreaded “I didn’t know that was a rule” conversations.

4. It Helps You Manage Growth and Change

Your business will evolve, and so should your policies. A handbook isn’t a one-and-done document—it’s a living resource that can adapt as you grow. Whether you’re adding employees, shifting to remote work, or updating policies, a handbook helps you:

• Scale without chaos or inconsistency.

• Keep up with new laws and regulations.

• Maintain a strong company culture, even as your team expands.

5. It’s Not Just a Legal Shield—It’s a Communication Tool

A good handbook isn’t just a list of rules—it’s a conversation between you and your employees. That’s why we write them in plain English (not legalese), so people actually read them.

What If You Don’t Have One?

Without a handbook, you’re relying on word-of-mouth policies, scattered emails, and good intentions—which can lead to inconsistency, confusion, and costly mistakes.

If you’re a small business, you don’t need a massive, corporate-style manual—but you do need something tailored to your team that reflects how you actually work.

That’s where we come in. We create custom, straightforward handbooks that fit your business, protect your interests, and actually help your employees do their best work.

Let’s get it done—before you wish you had.

Yes—small businesses are our sweet spot. But let’s be clear on what we mean by “small business.”

For us, it’s about headcount, not revenue or profit. Whether you’re a five-person startup or a 200-person company, if your team is under 250 employees, we’re built to support you.

Why the headcount cap? Because HR at smaller companies is different. Unlike big corporations with in-house HR teams, layers of bureaucracy, and unlimited resources, small businesses need practical, right-sized solutions that work in the real world—not just in a policy handbook.

That means:

• Flexible HR strategies that scale as you grow

• Guidance tailored to your specific challenges—whether that’s hiring your first employee or managing a 100-person team

• Support for internal HR pros who wear a million hats (we see you, solo HR leaders!)

If you have people, you have HR needs—and that’s where we come in. Whether you're a founder figuring it out, an HR team needing backup, or a growing company wanting to get ahead of people challenges, we're here to help.

Over 250 employees? We’re probably not the right fit, but we’re happy to point you in the right direction.

Yesterday. But today works too.

If your business is growing, so are your HR responsibilities—whether you realize it or not. The earlier you put the right HR foundations in place, the easier it is to scale without chaos, costly mistakes, or sleepless nights Googling employment laws.

Why HR Shouldn’t Be an Afterthought

Many small businesses wait until they hit a breaking point—a hiring bottleneck, a compliance scare, or a toxic workplace issue—before they take HR seriously. But by then, it’s often more expensive and time-consuming to fix the damage.

HR isn’t just about compliance and paperwork—it’s about setting up systems that help your people (and your business) thrive. The earlier you start, the smoother your growth will be.

Key Signs It’s Time to Take HR Seriously

✅ You’re hiring—or about to start.
The hiring process is more than just finding people—it’s about attracting the right ones, setting clear expectations, and making sure they stay. A strong hiring and onboarding process can boost retention and save you from bad hires.

✅ You’re not sure if you’re legally compliant.
Employment laws vary by state and industry, and they change frequently. If you’re guessing on things like worker classification, overtime rules, or termination procedures, you could be setting yourself up for fines, lawsuits, or messy disputes down the line.

✅ You’re hearing the same employee questions over and over.
“How much PTO do I get?” “What’s our policy on remote work?” “Who do I talk to about X?”
If you don’t have clear, written policies, you’re spending valuable time answering the same questions—and leaving room for confusion, inconsistency, and frustration.

✅ You’re worried about company culture.
Culture isn’t just something that happens—it’s something you build. If you want an engaged, motivated, and high-performing team, HR plays a crucial role in shaping that culture.

✅ You’re dealing with your first difficult employee situation.
Performance issues, terminations, workplace conflicts—they’re inevitable. Handling them correctly (and legally) protects your business and your team.

✅ You’re growing and don’t want a mess later.
Scaling a business without strong HR is like building a house without a foundation—sooner or later, cracks will show.

What We Do to Make HR Easy

The good news? HR doesn’t have to be overwhelming. We help businesses:

• Build strong hiring, onboarding, and retention strategies

• Create clear, useful policies and processes

• Ensure compliance with employment laws

• Develop a workplace culture that attracts and keeps great people

• Handle tough employee situations professionally and legally

You don’t need big corporate HR—you need the right-sized support for your business.

So if you’re growing fast and want to avoid future headaches, now is the time to put strong HR practices in place. Let’s set you up for success—before you wish you had.

Great! We love quick HR questions—because they often prevent big HR problems.

Maybe you’re about to extend a job offer and aren’t sure about the wording. Maybe an employee just gave their notice, and you’re wondering about the right offboarding steps. Or maybe you’re dealing with a weird workplace issue that isn’t quite serious yet, but you’d rather get ahead of it.

HR questions don’t have to be huge crises—but getting the right answer early can save you from costly mistakes later.

How We Handle Quick HR Questions

📌 If you’re an ongoing Peopleish client → You get priority access. We know your business, your team, and your policies, so we can give you fast, tailored answers that actually fit your situation.

📌 If you’re not an established client → Reach out anyway! We always try to help when we can. If it’s a quick answer, we might be able to point you in the right direction. If it’s something more complex, we’ll let you know the best way to move forward—whether that’s working with us or connecting you with the right resource.

Why Ask Us Instead of Googling It?

HR isn’t always black and white. The “right” answer depends on your state, your industry, and your specific situation. What works for one business might not be legal, practical, or effective for yours.

Plus, employment laws change, and a lot of the information online is outdated, oversimplified, or just plain wrong.

We’ve been through audits, lawsuits, terminations, compliance challenges, and complex workplace issues—so when you ask us, you’re getting real-world expertise that actually applies to your business.

How to Reach Out

Not sure if your question is “big enough” to ask? It probably is. If it’s on your mind, it’s worth getting the right answer.

Just send us a message or book a call—we’ll make it easy. HR help shouldn’t be a hassle.

First, take a deep breath. Then, reach out.

HR emergencies happen—often when you least expect them. Maybe an employee just made a serious complaint, a termination isn’t going as planned, or you just realized you're out of compliance with a law you didn’t even know existed. These situations can escalate quickly, and we’re here to help you handle them the right way—before they turn into bigger problems.

You’re welcome to call. That said, the fastest way to get our attention isn’t always a phone call.

How to Reach Us in an HR Emergency

We run lean and efficient to keep costs reasonable for small businesses. That means we don’t have a full-time receptionist answering phones all day—we’re usually deep in client work, handling complex HR issues. We know that can be frustrating when you need immediate help, but we promise—we will get back to you.

Here’s the best way to get in touch quickly:

✔ If you’re an established client – The best way to reach us fast is through your client portal. Messages sent there are flagged as priority.

✔ Text or Email – A quick message is often the fastest way to get a response. If it’s urgent, let us know in the subject line or first line of your message.

✔ Leave a Voicemail – If you do call and we can’t pick up, please leave a detailed voicemail. We check messages frequently and will respond as soon as possible.

We Know Emergencies Can’t Wait

We never want you to feel like you’re dealing with an HR emergency alone. While we may not be able to answer immediately, we will get back to you as soon as possible with clear, strategic guidance to get the situation under control.

HR emergencies are stressful, but you don’t have to handle them alone. Reach out, and we’ll help you navigate it—quickly and correctly.

We get it—sometimes, things just don’t click.

Many of our ongoing services are 12-month agreements, and we do everything possible to set clear expectations, ensure a great fit, and deliver top-notch service. But in business (and life), unexpected things happen—goals shift, leadership changes, or maybe we just aren’t the right match.

If you’re unhappy, here’s what we ask:

1️⃣ Talk to us. If something isn’t working, let’s have a real conversation. We genuinely want to know what’s not meeting your expectations and whether we can fix it. If we can, great! If not, we’ll be upfront about next steps.

2️⃣ Give us a chance to make it right. We take feedback seriously and will do what we can to adjust, improve, or clarify our approach.

3️⃣ If it’s truly not working, we’ll work with you. We are also a small business, and while we do have agreements in place to protect our time and commitments, we’re not in the business of forcing unhappy clients to stay. If an unforeseen situation arises, we may be able to find a fair solution that works for both of us.

At the end of the day, we want long-term partnerships built on trust, not obligations. If something isn’t working, let’s talk and figure it out together.

We started Peopleish because we saw too many small businesses getting HR support that just wasn’t good enough.

It wasn’t that small business owners didn’t care about their employees—they absolutely did. But HR can be complex, overwhelming, and full of unnecessary jargon. And unfortunately, many of the HR solutions available to small businesses were either overpriced, misleading, or completely out of touch with what they actually needed.

We saw companies promising "dedicated HR managers" with pricing that looked great upfront—but turned out to be a bait-and-switch, loaded with hidden fees and cookie-cutter advice that didn’t actually solve real problems. We saw small businesses paying for HR support they didn’t need, or worse—thinking they had solid HR help, only to find out (too late) that they didn’t.

We knew small businesses deserved better.

At Peopleish, we believe HR for small businesses should be:
✔ Customized – Because no two businesses are exactly alike.
✔ Practical & Actionable – No fluff, no wasted time, just solutions that actually work.
✔ Fairly Priced – HR support that fits small business budgets without hidden costs.
✔ Timely & Responsive – Because when you need HR help, you shouldn’t have to wait days for an answer.

We also genuinely love working with small businesses. The diversity of industries, challenges, and needs keeps us on our toes and makes our work exciting. We thrive on helping business owners build strong, compliant, people-first workplaces that actually support their growth—without unnecessary complexity.

That’s why we started Peopleish—to bring honest, expert, and right-sized HR support to the small businesses that deserve it the most.

We work with a wide range of industries and understand that every business has unique HR challenges. While the fundamentals of HR apply everywhere, different industries require tailored solutions—and that’s where we come in.

Here are some of the industries we commonly work with:

• Manufacturing & Skilled Trades – Supporting compliance, workforce management, and employee retention in hands-on industries.

• Retail & Hospitality – Helping businesses navigate high turnover, scheduling, and customer-facing workforce challenges.

• Construction & Contracting – Managing HR for a mix of full-time, contract, and union workers in project-based environments.

• Healthcare & Medical Offices – Assisting private practices, dental offices, and healthcare businesses with their HR needs.

• Legal & Professional Services – Ensuring smooth HR operations for law firms, consulting firms, financial services, and other professional industries.

• Creative Services & Marketing Agencies – Structuring HR for fast-moving teams in marketing, design, and media industries.

• Education & Childcare – Supporting schools, daycare centers, and other educational institutions with HR guidance.

• Home Health & Personal Care Services – Helping businesses that employ caregivers, nurses, and support staff.

• Aviation & Specialty Industries – Providing HR solutions for businesses with unique regulatory and workforce challenges.

• Transportation, Warehousing & Logistics – Managing HR for businesses in freight, distribution, and supply chain operations.

• Technology & SaaS – Supporting growing tech companies with hiring, remote work policies, and company culture.

• Real Estate & Property Management – Helping agencies, brokerages, and management firms handle HR for agents and staff.

• Fitness & Wellness – Assisting gyms, studios, and wellness businesses with HR compliance and workforce management.

• Franchises & Multi-Location Businesses – Providing HR support for companies managing multiple locations and teams.

• Entertainment & Events – Helping media, production, and live event companies build effective HR structures.

• Agriculture & Farming – Supporting HR needs in farming, food production, and agricultural businesses.

We adapt our HR solutions to your industry, company culture, and specific business needs. If you have employees, you have HR needs—and that’s where we come in.

Not sure if we’re the right fit for your business? Let’s chat and find out.

Absolutely! Whether you’re hiring your first employee or realizing your business has grown beyond the “figure-it-out-as-we-go” stage, we can help you build a structured, scalable HR function from scratch.

Small businesses often start without dedicated HR support, which works—until it doesn’t. Without the right processes in place, hiring gets chaotic, compliance risks increase, and employee relations become harder to manage. That’s where we come in.

We help you establish HR systems that make sense for your business size and industry. That might include:
✔ Employee handbooks & policies – So expectations are clear from day one.
✔ Compliance & legal basics – Avoid costly mistakes with the right processes in place.
✔ Hiring & onboarding strategies – Get the right people in the right roles—efficiently.
✔ Performance & feedback systems – So employees know what’s expected and how to grow.
✔ Employee relations & workplace culture guidance – Build a company people want to be part of.

We don’t believe in one-size-fits-all HR. We work with you to create a flexible, practical, and scalable HR function that fits your company culture and goals.

Yes! HR policies should evolve as your business grows, but many small businesses don’t realize how often they need updates—or where they may be out of compliance.

If you already have some HR policies in place but aren’t sure if they’re effective, up-to-date, or legally compliant, we can:
✔ Review your current policies – We assess whether they align with best practices and legal requirements.
✔ Identify gaps & risks – We flag outdated or missing policies that could lead to confusion or liability.
✔ Recommend practical updates – We suggest changes that fit your business size, industry, and culture.
✔ Ensure policies are clear & useful – Because policies are only effective if people actually understand and follow them.

From handbooks and time-off policies to remote work guidelines and performance management, we make sure your policies support both your business needs and employee experience.

HR mistakes aren’t always obvious—until they become big (and costly) problems. Some of the most common issues we see include:

✅ Misclassifying employees

• Many small businesses accidentally classify workers as independent contractors when they should be employees.

• This can lead to major tax penalties and legal liability.

✅ Not having clear policies

• Without written policies, you’re making decisions case by case—which can lead to inconsistency and legal risks.

• Common missing policies include time off, workplace conduct, and remote work expectations.

✅ Skipping formal onboarding

• Poor onboarding leads to confusion, frustration, and early turnover.

• Employees who get proper onboarding are 69% more likely to stay with a company for at least three years.

✅ Handling terminations incorrectly

• Firing someone the wrong way can lead to wrongful termination claims, unemployment disputes, and lawsuits.

• Documentation is key, and there’s always a right way to do it.

✅ Ignoring workplace culture

• A toxic workplace drives away top talent and creates low engagement and high turnover.

• HR isn’t just about compliance—it’s about building a workplace where people want to stay.

We help small businesses get ahead of these issues before they turn into expensive, time-consuming problems.

While no one can guarantee a lawsuit-free workplace, we can help you reduce risk, stay compliant, and put the right safeguards in place.

Common HR-related legal risks include:
✔ Improper hiring & termination practices – Avoid discrimination claims and wrongful termination disputes.
✔ Wage & hour violations – Ensure you’re correctly classifying employees and paying them fairly.
✔ Lack of proper documentation – If an issue arises, documentation can be your best defense.
✔ Workplace harassment & discrimination claims – Prevent problems before they escalate.

We help small businesses:

• Implement fair policies that keep you legally protected.

• Train managers on best practices to prevent HR missteps.

• Document employee issues properly in case disputes arise.

• Create a workplace culture that minimizes risks before they become legal concerns.

If a legal issue does arise, we help you navigate the situation, gather the right documentation, and, if needed, connect you with a trusted employment attorney.

HR done right isn’t just about following the law—it’s about creating a strong, ethical workplace where problems are handled the right way before they escalate.

If you’re struggling to find the right people, it’s not just about the talent pool—it’s about your hiring process. Many businesses unintentionally repel great candidates with vague job postings, slow hiring processes, and unclear expectations.

We help businesses fine-tune their hiring strategies by:

✅ Writing clear, compelling job descriptions – The best candidates won’t apply if they don’t understand the role or see what makes your company a great place to work. A well-crafted job description is more than just a list of tasks—it’s a first impression.

✅ Streamlining the application & hiring process – Lengthy, confusing application processes lead to great candidates dropping out before you even talk to them. We help make your hiring process efficient and candidate-friendly.

✅ Improving your employer brand & candidate experience – The hiring process is a two-way street. If candidates feel unappreciated or stuck in an endless cycle of interviews, they’ll move on. We help ensure your hiring process reflects the kind of company people want to work for.

A good hire starts with a good hiring process. Let’s make sure yours is attracting top talent, not driving it away.

Yes! Many hiring mistakes happen in the interview process. Managers aren’t always trained on how to properly assess candidates, spot red flags, or ask the right questions. A bad hire can be expensive—not just in salary, but in lost productivity, turnover, and team morale.

We teach managers how to:

✅ Ask the right questions – No more generic “Tell me about yourself” interviews. We help managers ask behavioral and situational questions that reveal how a candidate really thinks and works.

✅ Assess culture fit & skill level – A candidate might have the right skills but be the wrong fit for your team. We help managers look beyond the resume to evaluate soft skills, adaptability, and alignment with company values.

✅ Spot red flags before making a bad hire – From inconsistencies in a resume to vague answers in an interview, we help managers recognize the signs that a candidate might not be the right choice.

✅ Improve interview structure & fairness – Unstructured interviews lead to gut-feeling hires, which often result in bias or poor decisions. We teach managers how to standardize interviews for fairer, more effective hiring.

Hiring the right people starts with having the right conversations. We make sure your managers are confident interviewers who hire smarter.

Employee engagement doesn’t happen by accident—it’s built through good leadership, strong communication, and fair policies. If your employees are unmotivated, disconnected, or leaving for better opportunities, there’s a reason.

We help businesses develop real strategies to:

✅ Improve workplace culture – A great workplace isn’t just about perks like free coffee or casual Fridays. It’s about trust, inclusion, and leadership that actually listens.

✅ Reduce turnover – Employees leave when they don’t feel valued, don’t see a future with the company, or don’t have the tools to do their job well. We help identify what’s driving turnover and create retention strategies to keep top talent.

✅ Create clear career paths & development opportunities – Employees want to grow, learn, and advance. If they don’t see a future at your company, they’ll find one somewhere else. We help businesses create career progression plans and training programs that make employees want to stay.

Employee engagement isn’t just about keeping people happy—it’s about creating a workplace where people want to contribute, grow, and stay.

HR at a 10-person company looks very different from HR at a 100-person company. As you scale, your people challenges shift from hiring your first few employees to managing a structured, scalable workforce.

We help businesses navigate:

✅ Compliance requirements at different employee thresholds – Many labor laws kick in as you grow. For example, at 50 employees, you may be subject to the Family and Medical Leave Act (FMLA). We help ensure you’re compliant at every stage.

✅ The shift from informal processes to structured policies – When you have 5 employees, it’s easy to make decisions on the fly. When you have 50? Not so much. We help businesses develop the policies and systems needed to scale smoothly.

✅ Leadership development & people management strategies – As your team grows, so does the need for strong management. We help train leaders on effective communication, conflict resolution, and employee development to ensure that as you scale, your culture doesn’t suffer.

Growth is exciting—but without the right HR foundation, it can also be messy. We help you grow without the chaos.

No, we do not process payroll. While payroll and HR often overlap, payroll is a specialized finance function, and we believe our clients deserve true HR expertise—not a one-size-fits-all service from a payroll provider that "also does HR."

However, we do help businesses navigate payroll-related HR issues, such as:
✔ Payroll compliance guidance – Avoiding wage & hour violations, overtime miscalculations, and misclassification issues.
✔ Payroll vendor selection – Helping you choose a payroll provider that fits your business needs.
✔ Emergency payroll support (for Tier III ongoing support clients) – If your payroll person suddenly quits or you hit an unexpected issue, we can help troubleshoot.

If you need full-service payroll processing, tax filings, or benefits administration, we’re happy to refer you to a trusted payroll provider.

Yes! We love working with nonprofits. While mission-driven organizations share many of the same HR challenges as for-profit businesses, they also have unique complexities—from tight budgets and grant-funded positions to managing volunteers and part-time staff.

Nonprofit leaders often wear multiple hats, and HR can sometimes fall to the bottom of the priority list—until a compliance issue, leadership challenge, or turnover problem arises. We help nonprofits proactively build strong HR foundations so they can focus on their mission without HR headaches.

We support nonprofits with:
✔ HR compliance & labor law guidance – Ensuring employment practices align with state and federal regulations, particularly for grant-funded roles and multi-source funding structures.
✔ Employee & volunteer management strategies – Creating clear policies that balance the needs of paid staff and volunteers.
✔ Compensation & benefits structuring – Helping nonprofits offer competitive, mission-aligned compensation while working within budget constraints.
✔ Diversity, equity, & inclusion (DEI) initiatives – Developing inclusive policies and practices that attract and retain diverse talent.
✔ Leadership coaching for executive directors & managers – Helping nonprofit leaders build strong, people-first workplace cultures.

HR in the nonprofit space isn’t just about policies—it’s about creating an environment where employees, volunteers, and leadership can thrive. If you're a nonprofit looking for strategic, practical HR support, let's talk!