Vecteris is a US-based advisory business on a mission to help companies build forward-thinking products that accelerate their growth. Co-founded by Eisha Armstrong and Nicole, the firm was in a period of rapid expansion, with ambitious plans for the year ahead, when it first connected with wattsnext.
The introduction came in October 2021 from Greg Alexander of Capital 54, who told wattsnext founder Sue-Ellen Watts that Vecteris would be “10x bigger than it is today inside of 12 months” and would need people-performance support to get there. Eisha had just spent an afternoon with her peer forum working through team development, org-chart issues, and hiring.
Before making any further HR decisions, Vecteris needed two things: an organizational structure to lead the business through its co-founder changes and growth, and a clear-eyed review of its HR foundations. wattsnext was engaged in November 2021.
Vecteris was scaling fast but had no functional organizational structure to guide recruitment, career paths, or the co-founders' shifting accountabilities. Only 45.45% of employees were clear on the existing structure and reporting lines.
The core people processes simply didn't exist. wattsnext found no recruitment framework, no performance-review framework, no formal salary-review process, no poor-performance-management process, and an inconsistent, largely unstructured onboarding experience.
Not every role had a description, and the ones that existed carried only basic information. Employees reported their roles were 'evolving and changing,' with no outcome- or KPI-based way to measure what good looked like.
With the business growing and its leadership changing, the two co-founders needed clarity on which parts of the business each would own, the prerequisite for building the management layer beneath them.
Design a current and future functional org structure to lead Vecteris through the next two years of growth and the co-founder transition, with a clear recruitment and career plan for the team.
Review all HR documentation, systems, and processes and deliver a best-practice roadmap of the frameworks Vecteris needed for internal accountability and scale.
Run a company-wide employee engagement survey to establish a measurable baseline of morale, satisfaction, and culture to guide decisions.
Build an Employee Performance & Engagement Ecosystem to align Vecteris's culture, performance expectations, and feedback, and to enhance the overall employee experience.
Take the People ROI Check — a two-minute diagnostic that scores your return per person across five levers and shows where value compounds, leaks, or bloats.
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