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Practical support for clearer HR operations

Start with how the work happens: the information involved, the steps that repeat and the manual effort between them. An engagement may focus on process discovery and design, or continue into bespoke tool development.

01

Process discovery and scoping

Map data sources, steps, exceptions and ownership to define a workable scope.

See the engagement stages
02

Private HR Tools as a Service

Turn a defined workflow into a purpose-built tool, supported by documentation and knowledge transfer.

Explore the service
03

Adoption and continuity

Prepare the team through practical guidance, training and an explicitly agreed support model.

How we work

From a clear workflow to a tool your team can use

  1. Audit
  2. Process design
  3. Custom tool
  4. Local installation
  5. Documentation
  6. Training
  7. Maintenance
Discuss your requirements

Other HR Mixology services

Alongside tools for HR admin, we also work with the people behind the processes: retention and AI adoption in HR.

01

Stay Interview Programme

Retention interviews conducted by an independent interviewer, before people decide to leave. Learn what keeps them, what could make them leave and where action is needed.

Engagement surveys are broad but shallow. Exit interviews come too late. A confidential conversation with someone outside the organisation gives a more honest picture while there is still time to act.

Packages by organisation size

  • Starter Sprint

    Up to 12 interviews · 1 team · 20–80 employees

  • Core Diagnostic

    Up to 30 interviews · 100–250 employees

  • Advanced Risk Mapping

    Up to 60 interviews · 250–600 employees

Every package includes

  • Executive Stay Report
  • 30-60-90 day action plan
  • ROI calculation
  • Leader enablement tools
  • Executive presentation
  • AI-assisted analysis
  • Confidentiality through an independent interviewer

Scope and pricing are agreed after an initial conversation.

Discuss stay interviews Estimate the cost of employee turnover (calculator)
Case study

A stay interview programme for the recruiting department of a mid-size staffing firm. 14 employees invited, 11 took part. Six risk areas identified and ranked by severity. A 15-page Executive Stay Report and a full action plan, delivered in under 30 days.

employees took part (78.6%)
11 of 14
risk areas, ranked by severity
6
Executive Stay Report
15 pages
from kick-off to final report
<30 days
02

BLEND Method

Human-first AI implementation for HR, starting with what employees need rather than what the technology can do. Five phases that build trust before anything else.

  1. Before anything else, listen

    Stay interviews reveal the real landscape before any AI tool is selected: needs, concerns, working patterns and levels of trust.

  2. Layer insights with AI

    AI is introduced as an enhancement, not a replacement, fitted to the context discovered in the first phase.

  3. Engage employees in design

    The solution is co-created with the people who will use it. Change management is part of the project, not a footnote.

  4. Navigate the implementation

    Support through the messy middle: resistance, confusion, edge cases and internal champions. We stay present after the kick-off.

  5. Develop lasting capability

    Internal HR teams are prepared to carry on independently. The goal is self-sufficiency, not dependence on a consultant.

What HR Mixology covers

  • Operational change management
  • Employee listening and human-centred design
  • Manager enablement and training
  • Internal capability development

What remains with the client

Technical setup, vendor selection, IT infrastructure and legal compliance.

Scope and investment are agreed after an initial conversation.

Discuss the BLEND Method