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A progressive MedTech start-up with around 40 employees in remote and hybrid roles across Canada was entering a new stage of growth. As the team scaled, the company needed more structure around compensation, performance, and core people practices, while still maintaining the flexibility and collaboration that had supported its early growth.
The company engaged TROIS Collective to design and implement a practical compensation model and performance evaluation program that would work for its distributed workforce, integrate with existing tools, and support a broader view of performance beyond individual contributions. The company also required HR leadership transition support to ensure continuity across people operations during a period of change.
TROIS Collective developed and implemented a compensation model and performance evaluation program tailored to the company’s size, stage, and remote/hybrid workforce. The programs created greater clarity and consistency around compensation decisions, performance expectations, employee development, and ongoing feedback.
Following implementation, TROIS Collective continued to support the organization through its HR leadership transition, providing hands-on support across recruiting, employee relations, organization design, and HR strategy. This support eventually evolved into an ongoing fractional HR leadership role, giving the company consistent senior-level people leadership without the need for a full-time internal HR executive.
As a result, the company had stronger people infrastructure, greater continuity across HR operations, and a more scalable foundation to support continued growth.
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