We work with small to mid-sized businesses—typically 5 to 100 employees—who are scaling, hiring, or navigating team challenges and need real HR structure. If you’re growing and tired of winging it, we’re built for you.

Yes — we work with clients across the U.S. and design systems that account for federal and state-specific compliance needs.

We’re not the right fit for businesses looking to check a compliance box without real change—or for leaders who want us to “fix the team” without looking at structure, standards, or leadership gaps. If you're not ready to put systems in place or take action on our recommendations, Stronghold probably isn't for you. We work best with leaders who want clarity and are ready to own and execute the plan.

Not at all. Many of our clients don’t have internal HR—and they don’t want to. We act as your outsourced expert, strategic partner, or fractional HR lead depending on the service tier you choose.

Once submitted, we review your responses to see if Stronghold is the right fit. If we’re aligned, you’ll be invited to schedule a 1:1 call. If not, we’ll still point you in the right direction.

Great—you're ahead of the game. We’ll review what you have, flag what’s outdated or risky, and either optimize or rebuild based on your goals. We don’t reinvent what’s working—we reinforce it.

Yes—we offer both. Our Enhance + Optimize tier is built for project-based work like policy creation, audits, leadership resets, or system builds. No ongoing commitment required.

Pricing depends on the tier and scope of work. Project-based work is priced per deliverable or hourly; ongoing support tiers are packaged monthly. Once we understand your needs, you’ll get a transparent proposal—no surprises, no pressure.

Yes—we stay current on federal, state, and local laws so you don’t have to.

No. While we build all of our tools, templates, and policies with compliance in mind, we don’t guarantee that any document or decision is 100% legally compliant. We’re not attorneys—we’re HR experts who flag risk, create structure, and help you lead with clarity. When needed, we recommend legal review, and we partner with a trusted nationwide employment law firm if you need one.

Yes—and quickly. One client had 15 employees, no onboarding, outdated documents, and no compliance structure. We audited their risks, built their foundation, and implemented structured onboarding—in four weeks. They now hire with confidence.

A company came to us with a handbook no one followed. We cleaned up their policies, trained managers on performance management, and rebuilt communication expectations. Escalations dropped. Accountability improved.

Yes. One client’s leadership team was in conflict, and morale was sinking. We coached department heads, implemented clear expectations, and restored alignment in weeks—without turning it into a therapy session.

Yes. One client was struggling to address signs of burnout, anxiety, and emotional withdrawal—but didn’t know how to respond without crossing legal or personal boundaries. We built a practical mental health support toolkit with manager scripts, behaviors to watch for, and clear protocols for accommodations and time-off. Leaders felt more confident having hard conversations, and employees felt seen—without it becoming therapy.

One client called after a chronically underperforming employee showed up with IRS paperwork and serious accusations. We quickly gathered the facts, guided the leadership team through next steps, and created a follow-up risk mitigation plan. What could’ve turned into a legal or PR issue was handled calmly and without fallout.

Yes. We’ve supported leadership teams through complex organizational changes—including strategic guidance, communication plans, and legal-aligned documentation. In one engagement, we helped a team manage a difficult transition by building risk mitigation tools, internal scripts, and change communication strategies. We also partnered with employment counsel to ensure compliance at every step.