Fractional People & HR Leadership for Healthtech Startups ◢

For founders navigating early team decisions and organizational inflection points

ARRive's People Strategy Advisory engagement provides executive-level guidance for founders making critical decisions about team structure, hiring, and organizational design. At this stage, we act as a trusted thought partner, helping you pressure-test your people strategy, anticipate the organizational growing pains that derail commercialization, and build a team plan that matches the stage you're actually at.

Typical focus areas include:

• Organizational design and role clarity
• Hiring prioritization and sequencing
• Compensation and incentive strategy
• Founder-to-leadership team transition planning
• Board and investor alignment on headcount strategy

This model is ideal for teams who want clarity and confidence in their people decisions while maintaining full internal ownership of execution.

For companies preparing to scale and professionalize their people function

The Organizational System Build engagement is designed for teams with early traction that are ready to install the infrastructure required for a high-performing organization. ARRive works hands-on with leadership to design and implement the hiring frameworks, performance systems, and accountability structures that turn a growing headcount into a team that actually executes.

Typical focus areas include:

• Role definitions, scorecards, and ownership mapping
• Structured hiring and interview processes
• Onboarding and ramp systems
• Performance management and review cadences
• Foundational HR policies and compliance

This engagement creates the organizational foundation that allows companies to scale efficiently, retain top talent, and onboard future hires without losing momentum.

For companies ready to accelerate with embedded organizational leadership

ARRive's Fractional People & HR Leadership model is our core engagement for companies that need experienced, hands-on organizational leadership without the cost and risk of a full-time executive hire. In this model, ARRive functions as an extension of your leadership team, owning the design, execution, and accountability of your people function.

Typical focus areas include:

• Full organizational design and team structure
• GTM hiring strategy and execution
• Compensation plan design and incentive alignment
• Performance and accountability system management
• HR infrastructure, compliance, and risk mitigation

This model is designed to help companies move from ad-hoc hiring and informal management to a disciplined, structured, and scalable people operation.

Growth breaks when roles are unclear and accountability is spread too thin. As healthtech companies scale, the informal structures that worked with a small team start creating confusion, overlap, and execution gaps that slow everything down. We work alongside founders to define the organizational structure required at each stage of growth, so every team member operates with clarity, ownership, and direct alignment to commercial priorities. The goal is not a bigger org chart. It's a team where everyone knows what they own and what winning looks like.

What that looks like:

• Organizational design aligned to growth stage and commercial priorities
• Clear role definitions with explicit ownership of outcomes
• Reporting structure and accountability mapping
• Identification and elimination of overlap and execution gaps

Hiring without structure leads to misaligned roles, slow ramp times, and wasted burn. Too many healthtech startups add headcount reactively, filling seats instead of building the team their commercial motion actually requires. ARRive ensures every hire is intentional, aligned to your sales and marketing strategy, and set up to contribute from day one. We build the hiring frameworks, evaluation criteria, and selection processes that take the guesswork out of scaling your team.

What that looks like:

• Hiring frameworks aligned to sales and marketing strategy
• Role scorecards and candidate evaluation criteria
• Structured interview and selection processes
• Hiring plans built around stage, budget, and growth goals

Compensation should drive outcomes, not just activity. When incentive structures are misaligned, your best people work hard on the wrong things and your top performers start looking elsewhere. We design compensation plans that tie directly to pipeline, revenue, and the commercial behaviors that move the business forward, ensuring your team is motivated to produce results that matter.

What that looks like:

• Sales compensation plans tied to pipeline and revenue targets
• Incentive structures aligned across GTM roles
• Compensation frameworks designed for early-stage economics
• Clear connection between individual performance and reward

As teams grow, performance can't depend on founder oversight alone. What starts as manageable with five people becomes a liability at fifteen. We install the systems that define expectations, create visibility into output, and drive accountability across the organization, so managers manage and contributors know exactly what's expected of them.

What that looks like:

• Role-based performance expectations and KPIs
• Accountability frameworks for managers and individual contributors
• Management cadence and structured performance reviews
• Tracking systems focused on output and outcomes, not just activity

A great hire who ramps slowly is a missed opportunity. And in a startup environment, slow ramp burns time and money you don't have. ARRive builds onboarding systems that accelerate time-to-productivity and ensure new team members contribute with clarity and confidence from their first week. We don't leave onboarding to chance or a shared Google Doc.

What that looks like:

• 30/60/90-day onboarding plans tied to role expectations
• Role-specific ramp milestones and success criteria
• Early performance checkpoints to catch issues before they compound
• Structured onboarding connected directly to execution outcomes

As companies scale, the absence of foundational HR systems creates risk and friction that can slow deals, expose the business, and erode team trust. We implement the structures required to support growth while maintaining the operational discipline that investors and enterprise buyers expect.

What that looks like:

• Scalable HR systems and processes
• Foundational policies aligned to your growth stage
• Compliance support as the organization expands
• Systems that protect the business without slowing it down