Growth creates HR work faster than most startups expect.
At first, hiring sits with the founders. Then managers get involved. Soon, recruitment, onboarding and people questions start competing with the work that actually grows the company.
4 problem blocks
Founders become recruiters
Time that should go into customers, product and fundraising disappears into sourcing, interviews and candidate coordination.
Hiring becomes inconsistent
Different managers interview differently, expectations are unclear and good candidates can get lost in the process.
New hires arrive without structure
A signed offer is not the finish line. The first days and weeks often decide whether the new employee becomes productive and stays.
It is too early for a full HR team
You need HR capability, but not necessarily another permanent function and fixed cost.
Your first HR layer, without building it internally.
Agmeno can take responsibility for a clearly defined part of your people agenda or provide broader HR support while your company grows.
You choose the capacity you need. We define the scope, assign the right HR specialist and work within one transparent delivery process.
Built for teams that need HR capacity now
Sourcing
We find, approach and pre-screen candidates for your priority roles.
Interviews & Profiling
We run structured interviews and give managers clear candidate profiles and recommendations.
Onboarding
We prepare the first weeks and help managers create a consistent start for new employees.
Full HR Support
Your company gets dedicated HR capacity across recruitment, onboarding and ongoing people needs.
Recommended for startups: Full HR Support
Full HR Support is designed for companies that already have real HR needs but are not ready to build a complete internal HR function.
Your HR specialist can support hiring, onboarding, managers and agreed day-to-day HR priorities within one monthly engagement.
From €7.5k/month
Final scope depends on capacity, complexity, location and agreed responsibilities.
Need only recruitment support? Sourcing and Interviews & Profiling can be used separately.
What the first 30 days can look like
Days 1–5
Understand the business
-> hiring priorities -> open roles -> current HR setup -> responsibilities -> managers involved -> biggest bottlenecks -> reporting rhythm
Days 6-10
Set the process
-> sourcing and interview workflow -> candidate evaluation -> ownership -> communication standards -> onboarding basics -> immediate HR priorities
Days 11–20
Start delivering
-> sourcing begins -> interviews start -> candidate profiles are delivered -> managers receive support -> onboarding preparation starts
Days 21–30
Create the rhythm
-> pipeline -> hiring progress -> blockers -> manager feedback -> upcoming starts -> next HR priorities
The goal is not to create bureaucracy. It is to create enough structure for growth.
Why Agmeno
HR that grows with the company.
No premature HR headcount
Add HR capability before committing to another permanent internal role.
One accountable partner
Clear ownership instead of HR tasks being scattered between founders and managers.
Support beyond hiring
We do not disappear when the candidate signs the offer
Flexible scope
Start with recruitment and expand the support as the company grows.
Weekly visibility
Know what has been done, what is blocked and what happens next.
Need HR, but not an HR department yet?
Tell us where your team is growing and what is currently taking too much time. We will recommend the right starting scope.
Discuss your startup’s HR needs