Establishing your first support system, expanding a team, or understanding why an arrangement isn’t working begins with a clear picture of your existing infrastructure.
Choose the audit and scope appropriate to your needs.
Confirm your engagement and complete your initial intake.
Complete the agreed assessment process.
Receive your written HFR Findings and consider your next step.
Every audit includes an optional 45-minute phone or video conversation directly with Madria, Principal Consultant, within your engagement.
Your team may already work well. You may simply want to explore a combined role, consider a change, or understand where a proposed arrangement could need clearer boundaries.
A short advance intake, one 60-minute private working conversation with Madria, and a concise written summary of the guidance and next steps.
Available on its own. An audit is not required.
Identify the support you need, what is already in place, and the priorities for establishing your infrastructure.
Principal intake · Written HFR Findings · Optional findings conversation
Understand how your staff interpret their roles, what work they actually perform, and where responsibilities need attention.
Fixed team-size tiers · 31+ by agreed proposal
A considered assessment of your existing infrastructure, the support you may need, and the priorities for establishing it.
Whether you are establishing your first support system or expanding what is already in place, begin with an assessment of your needs, commitments, and intended outcome.
An assistant or representative may arrange the engagement. Direct participation by the principal is required.
Provide the requested information about your existing support, commitments, and intended outcome.
I examine how your responsibilities, commitments, resources, and expectations fit together, and what an appropriate support structure would need to accommodate.
This includes identifying responsibilities that may be combined or need to remain distinct, competing demands, gaps in coverage, and the practical conditions that could affect how an arrangement functions.
This examination establishes the requirements and direction that should inform the design of your support infrastructure.
Receive a considered account of your current infrastructure, the support your intended outcomes require, and the priorities and constraints that should inform its design.
Your findings establish a foundation for deciding what to put in place, what to change, and what requires further development.
Your review begins after required materials are complete. A minimum 24-hour review period applies.
Following delivery, request your included 45-minute phone or video conversation directly with Madria.
If you already know you want your infrastructure designed, begin with a combined engagement. Your audit establishes the foundation, followed by a customized infrastructure and hiring system.
Each total includes the $1,000 audit. Standard bundles are for households with 0 existing employees or 1 existing employee. Larger starting arrangements and more than six new positions are considered by individual proposal.
The audit remains available on its own. A combined engagement begins with the audit and continues into design.
A considered assessment, followed by a customized infrastructure and hiring system for the support you are establishing.
For principals establishing support with 0 existing employees or 1 existing employee, this engagement connects the assessment of your circumstances with the design of the people and systems surrounding your intended outcome.
Your documents, hiring questions, management map, and practical tools are customized for the positions being designed.
Explore what your combined engagement includes.
Principal intake, assessment of your current arrangements, and written HFR Findings establish the foundation for the design.
The audit is required for every infrastructure design engagement. Your combined purchase includes it as the first phase of the work.
A customized map sets out how the positions connect, where each person’s responsibilities begin and end, and how work passes between them.
Your role is documented too, including the decisions you retain, your responsibilities in managing the arrangement, and the expectations that guide your employees.
Each position being designed receives a role outline covering duties, expectations, boundaries, and working relationships.
These documents are prepared for you to download and print, so you can present the role clearly when hiring and provide the agreed expectations to the person you engage.
Your hiring process is tailored to the positions and circumstances established through the audit and design.
For each role, Madria prepares a customized collection of interview questions to examine how a candidate thinks, understands the work, and approaches the responsibilities involved.
When you have candidates, you receive guidance on what to look for in relation to the role, your expectations, and the structure being designed.
This supports your consideration of candidates and the questions you bring to that decision. You remain responsible for selecting and hiring your employees.
Guidance establishes how communication should work, how concerns can be raised, and how you conduct check-ins with the people you hire.
You receive prompts for the two-week and six-week check-ins, together with guidance for introducing additional duties and examining responsibilities that have expanded beyond the original role.
The design identifies potential points of friction and how you can respond when expectations, responsibilities, or working arrangements need attention.
This includes approaches to concerns, requests for changes, dissatisfaction, and arrangements that are not working as intended.
Your principal intake and Support Infrastructure Audit establish the current arrangement, intended outcome, and requirements for the design.
The findings guide the positions, management map, documented expectations, and customized hiring system.
Whether you find candidates through a staffing agency, personal referrals, friends, social platforms, or your own search, you begin with a defined role, considered interview questions, and a clear understanding of how the arrangement should work.
HFR prepares you to receive and assess candidates, communicate expectations, and manage the people you engage. This work can precede an agency search, inform your consideration of candidates during it, and support the working arrangement after a hire.
HFR provides independent consulting and infrastructure design. Candidate sourcing and placement remain with your chosen agency or recruitment route.
For more than six new positions, or a household with two or more existing employees, the design scope and fee are established individually before payment.
Share your existing staffing arrangement, the new positions you are considering, and the outcome you would like the infrastructure to support.
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Review your selected scope, inclusions, and fee.
1–2 positions to design
0 existing employees
USD · Includes the required $1,000 Support Infrastructure Audit
Standard bundle for a starting arrangement of 0 existing employees or 1 existing employee. The complete Staff Roles & Responsibilities Audit is an optional separate purchase at 50% of the applicable fee, available only after six months have passed since the hires.
A considered assessment of your staff’s understanding, documented responsibilities, and actual work. One engagement. A clear set of written HFR Findings.
Count each person once, including anyone working across home, travel, and professional commitments.
An assistant or representative may arrange the engagement. Direct participation by the principal is required.
Each participant completes their own assessment. Confirm the participant list before the review begins.
Your review begins after required materials are complete. A minimum 24-hour review period applies.
Request your included 45-minute phone or video conversation to discuss your assessment or findings.
If the findings indicate that existing role definitions need revision, you may commission revised responsibilities, boundaries, and reporting arrangements separately.
Your audit is complete on its own. Redesign is a separate engagement.
A private consultation with Madria, Principal Consultant, beginning with a question about your existing support or an arrangement you are considering.
You may be considering a combined role, revisiting an existing arrangement, or deciding how a responsibility should be assigned.
Your question provides the starting point for examining the circumstances surrounding that decision.
A short intake establishes what you are considering, what is already in place, and what you would like to achieve.
I review this information in advance so our conversation begins with the relevant context.
During our 60-minute phone or video consultation, we examine the responsibilities involved, competing priorities, possible approaches, and their practical implications.
We ask further questions and examine assumptions. Where relevant, we consider boundaries, authority, available resources, and the tools or documentation that could support the arrangement.
If an approach depends on conditions that are not yet established, those conditions form part of the discussion.
You receive a concise written summary of the guidance, considerations, and suggested next steps discussed.
Where appropriate, this includes recommendations for relevant tools. Digital products are purchased separately.
Could a nanny also take on selected housekeeping duties?
The answer depends on the household, the care responsibilities, the time available, and the expectations attached to each part of the role.
Select a question to explore what we might consider.
We consider when duties may overlap, what each responsibility requires, and whether the time and attention available can support both parts of the proposed role.
We examine which responsibilities must take precedence, how that direction is communicated, and who has authority to resolve a conflict when expectations compete.
We consider the boundaries, resources, tools, and documentation that may be needed for the arrangement to work as intended, including any conditions that should be addressed before proceeding.
The same considered approach applies to other questions about assigning responsibilities, changing an arrangement, or establishing clearer boundaries within your support.
An assistant or representative may arrange the engagement. Direct participation by the principal is required.
This consultation examines the question you bring and the relevant circumstances you provide.
A formal assessment of your wider infrastructure, the collection and review of staff submissions, and the creation of infrastructure plans or role documents are separate engagements.
If you need an assessment of your support infrastructure or a review of how your staff understand and carry out their responsibilities, an audit is the appropriate starting point.
Review your selected scope, inclusions, and fee.
No extras selected. Priority service and redesign are not included.