Unpacking the Partnership...

Q: What makes Futrprüf different from other HR consultants?

A: Futrprüf partners to redesign roles, create feedback loops, and map career paths so they match how teams grow. Whether auditing processes or preparing for ISO 9001 certification, alignment is the goal. That's how our work holds—under pressure, at scale, and over time.

Q: What types of organizations do you typically work with?

A: Equity-driven teams across sectors—from startups and nonprofits to global enterprises. If you're navigating growth, transition, or system redesign, Futrpruf is built to help.

Q: Which Cloud First teams have you supported?

A: The following:

  • IT End Users - providing immediate assistance to stakeholders; including system maintenance and cybersecurity

  • Software Asset Management - audits and compliance

  • Service desk Delivery - comprehensive and strategic approach to IT primarily focusing on resolving incidents and local technology support.

  • Operations and Security - safeguards organizational infrastructure through proactive monitoring, threat mitigation, and systems optimization.

  • Video Operations Team - end-to-end delivery of video infrastructure, including conferencing platforms, AV systems, and digital broadcast tools across hybrid environments, supporting both technical reliability and user experience.

Q: What’s the onboarding process like?

A: Step 1. Discovery session; Step 2. Diagnostic mapping; and Step 3. Building deliverables that align to your strategy, systems, and talent needs.

Q: How do you work with internal HR teams or leadership?

A: Collaboration. Enhancing internal expertise—coaching HR teams, partnering with leadership, and embedding capacity into your existing structure.

Q: Do you publish pricing or offer custom quotes?

A: Pricing tiers with ranges and time commitments is part of the transparent promise. For unique needs, custom quotes during the discovery call are encouraged.

Q: What’s the difference between your fractional HRBP model and project-based consulting?

A: Fractional HRBP provides ongoing strategic partnership, while project consulting addresses specific challenges such as redesigning performance cycles or an onboarding program.

Q: How do you measure ROI or impact from your work?

A: Tracking outcomes through engagement metrics, retention indicators, and change readiness benchmarks (e.g., resource availability, communication channels, leadership cohesion, training and upskilling pathways etc.).

Q: What’s included in your consulting packages or tiers?

A: Each tier offers a unique scope—from foundational audits and templates to enterprise-level redesign: role architecture, performance frameworks, leadership activation, and systems design including ISO 9001 implementation.

Q: Can we customize a package based on our needs? 

A: 100%. Every organization is unique—tailoring deliverables, timelines, and focus areas based on your goals and capacity.

Q: Can you help us prepare for ISO 9001 certification?

A: Yes—Futrprüf offers certified ISO 9001 Lead Implementer services, guiding teams through documentation, process mapping, and readiness for audit.

Q: Do you offer compliance audits or documentation support?

A: Yes. We offer compliance reviews and documentation support across onboarding, role architecture, and performance frameworks—ensuring alignment with operational rigor and strategic clarity. For ISO 9001 and similar standards, we assist in preparing systems documentation, process maps, and role-based accountability structures. Clients must specify the Registrar with whom the audit will be registered to ensure tailored support.

Q: How do you integrate DEIB into systems—not just programs?

A: Inclusion isn’t an initiative—it’s architecture. Building DEIB into the very design of responsibilities, performance systems, and development pathways is the essential backbone.

Q: What does “capacity-driven design” actually look like in practice?

A: It means designing roles and systems not just for current tasks—but for future evolution. Every role has a “now,” a “next,” and a “stretch”—with clarity on how work changes as people grow.