Fractional Chief People Officer for sponsor-backed growth companies.
20
Years building people functions
1st
CPO of a Blackstone-backed SaaS platform
3x
Growth in 3 years at a professional services firm
Atlanta
Based here, working nationally
The gap
You have outgrown HR. You are not ready for a full-time CPO. That gap is expensive.
Integration stalls after close
Two entities, one deadline, and nobody owns the people plan. The synergy case slips a quarter at a time.
What it costs: the value creation plan misses its first year.
Compensation cannot survive diligence
Three pay structures from three deals, no bands, no philosophy, and offers made on instinct.
What it costs: a diligence finding and a price adjustment.
Managers promoted for being good at the job
Strong operators running teams with no framework, no feedback, and no bench behind them.
What it costs: regretted attrition in the roles you can least afford to lose.
What we do
Three ways to work with ScalePath.
Start here
30-Day People Diagnostic
A fixed-fee read on where your people risk and leverage are, ending in a board-ready readout and a 90-day roadmap.
$15,000 fixed, credited toward a retainer
Core engagement
Fractional Chief People Officer
Senior people leadership embedded in your business, reporting to the CEO with visibility to your sponsor. Six-month term.
From $12,000 per month
Defined scope
Projects
Compensation architecture, post-acquisition integration, org design, and leadership assessment, delivered as fixed-fee work.
From $10,000 per project
How it works
What happens after you call.
- 1
Call
30 minutes
You describe the situation. Finesse tells you what she would do first.
- 2
Diagnostic
30 days
Assessment, risk register, and a roadmap tied to the value creation plan.
- 3
Roadmap approved
1 week
Three options, one recommendation, terms you can read in ten minutes.
- 4
Build and embed
90 days
Listen and prioritize, design and build, then embed and measure.
- 5
Scorecard
Monthly
One page on the fifth business day, written for the CEO and the board.
Why ScalePath
An operator, not an advisor.
Board-level judgment
Time in the room where people decisions get priced: EBITDA, enterprise value, integration, and succession. Not theory about them.
Strategy through implementation
The roadmap and the build. Comp bands get written, managers get trained, and the scorecard gets delivered.
Minimum effective process
Enough structure to hold at scale and not one page more. You should be able to run it after we leave.
Insights
People, leadership, and value creation, without the HR jargon.
Integration
What breaks first after the deal closes
The people work that stalls integration is predictable. Here is the order it usually fails in, and what to own in week one.
6 min read
Compensation
The comp conversation to have before diligence
Three pay structures and no bands is a diligence finding. Fixing it takes a quarter; explaining it takes a discount.
7 min read
Leadership
Promoting managers without breaking them
Your best individual contributors are not automatically your best managers. What to put around them before you promote.
5 min read
Twice a month, in your inbox.
Short notes on compensation, integration, and leadership for sponsor-backed companies.
Or download the People Risk Scan: 25 questions a CEO can answer in an afternoon.
Thirty minutes. No pitch.
Tell Finesse what is going on. You will leave with a clear read on the situation and what she would do first, whether or not you work with ScalePath.