team Fraction
I help your business and team to scale without breaking the humans in them.
When you hit 20 to 50 employees, managing people becomes too big for founders and office managers to handle on the side. Recruiters don’t set up team processes, HR specialists don’t link business goals to team execution, and executive VPs are way too expensive. That’s where I come in.
I build the people architecture that carries tech scale-ups from 15 to 150+ – without burning the founders, the talent, or the runway.
My Service
Service 1
Fractional People Partner (FPP)
I fix your team structure, hiring workflows, management systems and coach you on people topics. You get strategic thinking plus the actual hands-on work – at a fraction of the time and cost
Precision Over Process: Identify – Roadmap – Definition of Done – Implementation
FPP can be a full-package HR service, or you can choose from these key areas:
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Operations & Setup
What it means: Setting up smooth tools, create and automate processes, clear policies, and legal compliance so your backend runs on autopilot. -
Performance & growth
What it means: Building entire candidate & employee experience, creating clear career paths, pay structures, fast onboardings and efficient engagement so people perform at their best. -
Strategy
What it means: Designing your org chart, fixing roles and responsibility, aligning your teams with big growth goals -
Leadership and Team
What it means: Coaching founders and managers to lead better, resolve conflicts, and build high-performing team dynamics.
Pricing: Hourly, daily, or monthly rate
SERVICE 2
Team Capability Audit (TCA)
A critical component of the HR/Team Due Diligence process, but significantly deeper and more thorough. It is a systematic evaluation of an organization’s leadership quality, team performance and workforce skills. The TCA assesses more than just legal paperwork and superficial data; it evaluates talent and leadership maturity to eliminate the bottlenecks that stall scaling.
Duration: 1–3 months (depends on the company size).
Result: TCA Report (Answering the critical question: are your walls and ceilings strong enough to support more floors?).
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Step 01 | The “Paper” Reality: Analyze org charts vs. actual operations, recruitment pipelines, and compensation & benefits equity.
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Step 02 | Leadership Maturity: identify accidental managers, founder bottlenecks, and overall team health.
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Step 03 | Unspoken Sentiment Scan: Observe real-time behavior in meetings and high-stress scenarios to map informal power structures and team dynamics.
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Step 04 | Strategic Gap Analysis: Capability mapping — determine if your current team has the skills required to reach your future milestones.
Pricing: Project-based
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Technology Solutions
This is a flexible section where you can share anything you want. It could be details or some information about your service three.
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What leaders, engineers, and founders say about working with me.
“She drives results without micromanaging — exactly what you need when scaling teams.”
— Ilja (QA Competency Lead at Askend).
“She actually understands what engineers do and what matters to them, making the process faster and more accurate.”
— Sven (Software Engineer in Space projects at CGI Estonia)
“Her ability to align people’s strategy with business goals makes her an incredible asset to any organization.”
— Tatjana (Team Lead at Askend)
“Her unique engagement style acts as a force multiplier when recruiting technical professionals across the entire seniority spectrum.”
— Erkki
Enterprise Markets Division Director, CGI Estonia
“She inspires with her proactive, goal-oriented attitude and commitment to understanding every aspect of the business.”
— Ursula
HR Lead at CGI Estonia
Hi, I am Katarina!
I believe that Team Asset is Your business’s one of the most valuable fraction.
People Operations is a strategic asset – not an overhead expense. When you manage your human capital with the same rigor, persistence, and deliberation as your finances, your culture becomes your most sustainable competitive advantage.
And there is no such thing as a solo talent or lone ‘A-player’ – high performance is a system that can be deliberately designed and built, so your hiring and team leadership don’t need to rely on luck or gut feeling, and you don’t have to rely on the randomness of actions to fix something.
Growth = 1/Team (true growth happens when a business – the ‘1’-learns how to align and lead its most vital fraction: the Team)
15+ years
Experience in HR & TA roles in IT/Tech industry
Corporate Environment
Operated within a global framework – navigating complex standards and high-security requirements. Was part of the Nordics and Baltics team.
Startup Environment
Handle fast growth and constant changes. Built HR foundations from nothing, managed 30+% YoY growth, reached Top 3 in market and helped double revenue.
Agency Environment
Lead high-precision technical sourcing and market mapping across Europe and was partner to many top Estonia IT companies
Numbers Speak
Managed year-over-year growth
Attrition during acquisitions and ownership changes
Hires made (across different tech stack, roles and countries)
Projects and initiatives lead and implemented
Enough about me.
Tell me what your ambitions are and what needs to be fixed in your people operations and your team.
What are your primary business growth targets for the next 12–24 months, and what is the single biggest operational or team bottleneck currently threatening that trajectory?
Where is your leadership team losing the most non-productive energy right now? (e.g., communication breakdowns, misaligned hiring, key-person dependency, or slow product velocity)
If we could engineer an automated system or optimize your team structure to solve just one major frustration this month, what would it be?
