Case Study:
HR Audit Helps Interior Design Firm Maintain Its Edge
Project Overview
The Client
A Boulder-based interior design firm known for beautiful work and big growth. But as demand exploded, cracks started to show: too many projects, too little structure, and a growing hit to quality and morale.
The Callenge
Rapid growth had outpaced their team’s ability to keep up. Hiring was constant but rarely effective, and the owner was buried in HR fires instead of strategy. The firm’s creative edge was slipping while burnout climbed, a make-or-break moment for the business.
Our Role
We stepped in to audit their structure, people, and processes. Together, we redefined roles, built hiring systems that actually worked, and introduced metrics to track performance and growth. The result? A stronger foundation that supported both the team and the creative vision driving the brand.
With our Fractional COO and Business Consulting expertise, we:
We conducted a full HR and hiring audit to understand where things were breaking down and how to rebuild for growth.
Audited the firm’s HR structure, evaluating each employee’s strengths, success rate, and career trajectory.
Reviewed the hiring process from resume screening to interviews, to uncover why underqualified or mismatched candidates were slipping through.
Evaluated onboarding to find opportunities to improve retention and set employees up for success.
Ensured managers had the right tools to measure and support employee performance.
Designed a short- and long-term organizational structure, backed by market research on average cost per position, total structure cost, and a clear implementation plan.
Revamped job descriptions to clearly outline expectations, responsibilities, salary, and company culture.
Trained management to assess cultural fit and soft skills, not just technical ability, so they could hire and retain stronger team members.
Conducted resume screenings and initial phone interviews to help the owner save time and get objective feedback on candidates.
Built an implementation plan to ensure profitability throughout the transition, prioritizing key hires that could later help with interviews and team growth.
Created a complete onboarding process including a handbook, forms, and structured training.
Developed an employee performance management framework with KPIs by department, review systems, and improvement plans.
The Flᴉp Effect
By following the strategy we set in place, the interior design firm successfully eliminated employee turnover, which then helped boost productivity while also preserving institutional knowledge.
Hi, I'm Inbar
Founder & Principal Consultant
Before founding Flᴉp, I spent years inside high-growth companies leading retail, finance, and operations across national brands.
But what shaped me most wasn’t the boardrooms.
It was the time I spent working directly with small business owners: the store managers, franchisees, and founders trying to grow without the right tools or support.
They were running multimillion-dollar operations with no financial visibility, no clear systems, and way too much pressure on their shoulders.
I saw firsthand how often great brands stall, not because they lack vision, but because they outgrow their infrastructure.
That’s why I built Flip: to close the gap between ambition and execution.
Today, I work with businesses that are scaling fast but struggling behind the scenes.
My job is to bring structure, clarity, and calm to the chaos, so leaders can make smart decisions, protect their profit, and scale without burning out.
Let’s fix what’s slowing you down.
We step in as fractional CFOs, COOs, and CSOs for brands that are scaling fast and need real infrastructure to support it. In one conversation, we’ll show you how we work, what we look for, and where we drive results.