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HR services without building a full HR department
Thinq helps companies build and run the HR infrastructure they need to hire well, stay compliant, manage performance and support employees, without building a complete internal HR function. We start with the foundation, then the structure managers need, then the systems that make HR repeatable as you grow.
The problem this solves
HR usually doesn't break all at once. It starts with small inconsistencies: different offer letters, an outdated handbook, missing notices, managers handling performance differently, employee records spread across systems, or compliance work nobody clearly owns.
As you add employees, states, managers, benefits, payroll systems and vendors, those gaps get harder to see and more expensive to ignore. Thinq turns that collection of disconnected HR tasks into a functioning HR operation.
What we build, in order
Foundation
Employee documentation, required notices, I-9s, handbook and policies, onboarding, payroll and workers' comp alignment, employee records, and access to the information employees and managers need.
This is the operational and compliance layer. It comes first.
Performance
Clear roles, written expectations, feedback processes, manager accountability and a consistent approach to performance issues.
People perform better when the standards are clear and managers have a way to reinforce them.
People system
Manager practices, retention processes, recurring HR procedures, documentation and the routines that let HR run consistently without every issue depending on one person.
Where clients usually start
Hiring the first employees
Little or no HR infrastructure exists yet.
First step: build the core foundation.
Adding managers
Expectations, feedback and accountability are inconsistent.
First step: create the performance structure.
Becoming multi-state
Compliance, payroll, policies and administration get more complex.
First step: review and standardize the HR operating model.
Outgrowing a PEO or HR vendor
Support is fragmented, too junior, or no longer fits how you operate.
First step: map what the provider covers and what you'd own.
Too much HR on one person
A founder, controller or office manager is carrying HR on top of a full-time job.
First step: sort what to keep, what to hand off and what to fix.
How the engagement works
Project-based or ongoing. Projects include first-hire setup, an HR audit or a handbook rebuild. Ongoing support means Thinq helps operate the HR system until your company has the internal function to run it itself. Either way, you make the decisions and we carry the work through.
Illustrative example, not a specific client
A software company with about 30 people in two states. The founder has been acting as HR, two engineers were recently promoted to managers, and offer letters differ from person to person. The foundation came first: a handbook written for both states, one offer letter template, missing notices issued and I-9 records cleaned up. Then performance: written expectations for each role and a regular one-on-one rhythm for the new managers.
Common questions
What can we engage Thinq for?
A defined project, such as first-hire setup, an HR audit or a handbook rebuild, or ongoing HR support. Scope follows what your company actually needs.
Is Thinq a PEO?
No. Thinq provides HR advisory and implementation. Your company remains the employer and makes its own workforce decisions; we never co-employ your people.
Can you work with our current payroll system?
Yes. The goal is to make your existing setup work where it fits, and to recommend a change only when it solves a real problem.
When do we need more HR support?
Look at complexity more than headcount: new states, a first layer of managers, employee issues that keep coming back, or too much HR sitting with one person who has another job.
Do you write the handbook or just review it?
We write it for the states you operate in and keep it current. A handbook that's reviewed once and never updated is one of the most common gaps we find.
Can you help with terminations and employee relations?
Yes, including performance plans, investigation support and separation documentation. When a situation calls for employment counsel, we'll tell you and bring them in.
Do you work with companies outside California?
Yes. Multi-state requirements are a large part of the work.
Not sure what you need? Good. That's where we come in.
Most companies come to us knowing something isn't working, not knowing which service to buy. We'll help you figure it out first.