The Scale-Up Stress Test

Find out if your people foundations are robust enough to support your current team and protect your growth.

1. People foundations

All employees have signed contracts reflecting their current role and actual working patterns. Onboarding is structured enough that new hires can have valuable input within their first week. Digital people files are secure, GDPR-compliant, and accessible in seconds.

2. Compliance & risk

The employee handbook is a living document, and has been updated following the Employment Rights Act 2025. Compliant Right to Work and new starter checks can be evidenced for every team member. Every off-payroll contractor has a clear IR35 determination, and hiring managers know what that means.

3. People experience

There's a genuine feedback loop where people feel safe saying what's actually broken. The benefits package is tailored to attract and keep tech talent happy, healthy, and doing their best work. Exit interviews happen, and they actually result in something changing.

4. Growth & performance

Every team member knows what high performance looks like in their specific role, and knows how they're doing right now. Managers are equipped to coach and have difficult conversations, and actually have them. Headcount could double in 12 months without changing our current processes.

5. Strategic alignment

There's a written People plan, directly connected to the 12-month commercial goals. The employer brand actively attracts the talent needed in a competitive market. People decisions get made deliberately and consistently, without always landing on the CEO's desk.

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