Question 1

Do you recommend specific HRIS/ATS vendors, or is this vendor-agnostic?

Accepted Answer

Vendor-agnostic by default. The Autopsy assesses what you have and what's actually needed. The Reanimation recommends new tooling only where the gap survives better configuration or better use of what's already in place.

Question 2

What if our processes are undocumented, how do you audit something that only exists in someone's head?

Accepted Answer

That's precisely what the Autopsy is built to surface. Interviews with the people who actually run the process day to day, cross-checked against what the systems show, to reconstruct what's really happening versus what's supposed to be happening.

Question 3

Does this cover payroll, or is that out of scope?

Accepted Answer

Out of scope for the core Autopsy and Reanimation deliverables. Payroll accuracy and processing sit with your payroll provider or accountant. Where a people-ops process feeds payroll (comp changes, contract updates), that handoff is covered. Running payroll itself stays with your provider.

Question 4

Can this run in parallel with an active compliance review?

Accepted Answer

Yes, and it often should. An external compliance review is exactly the kind of pressure that exposes undocumented single points of failure. Flag it on the discovery call, so the engagement can be sequenced around it.

Question 5

What's an HRIS, in plain terms?

Accepted Answer

The system that should handle a contract change, a comp update, a role change or a compliance training reminder in a couple of clicks, rather than three weeks of email back and forth. Where yours falls short of that, closing the gap is the Reanimation's job.

Question 6

Is People Operations the same as HR?

Accepted Answer

People Operations builds and runs the systems and paperwork: onboarding flows, HRIS workflows, policy documentation. It's the operational half of HR. Fractional HRBP , a separate pillar, brings judgement to the sensitive, infrequent calls: a restructure, a difficult exit, a comp decision that sets precedent. Job levels, pay bands and the EU pay transparency rules sit with Pay Transparency , a focused slice of the same work. Many clients need more than one, at different moments.