Fullstacked
What the work looks like. What it costs.
The arc and the receipts live on the home page. This page is for prospects who want to dig: what clients have said, who I work with, how engagements are priced, and the ongoing engagement I run after a Build.
What people say about working with Brett.
From senior stakeholders in prior People Ops and consulting engagements.
"Brett was instrumental in transforming our talent operations. He led the transition from a single sourcing platform to a user-friendly applicant tracking system, significantly streamlining workflows. This led to faster placements and a major increase in qualified applicants. The infrastructure Brett built remains the foundation for how we manage the entire employee lifecycle."
"Since Brett Chappell, a former Navy SEAL and our Director of Talent, launched our Military Veterans Outreach and Support Initiative, nearly 40 veterans have joined our organization. They bring unmatched talent and drive, helping us deliver on our mission to the people who need it most."
"I just wanted to send a quick note about the talent team you built. I firmly believe the mark of a true leader is a team's ability to thrive independently. The talent team you built is absolutely killing it. Outstanding work."
Who this is for.
Founders and executives at organizations from roughly 100 to 2,500 people, scaling fast, where the people function has not caught up to the headcount.
You probably need me if:
- You are growing faster than your hiring, comp, and performance systems can hold.
- You have a people team doing heroic manual work to paper over systems nobody owns.
- Finance and HR pull different headcount numbers for the same day.
- You have had payroll errors or compliance close calls nobody can fully explain.
- Someone inherited a messy HRIS and was told to figure it out.
- You are about to put AI on top of all of it and want to know if the foundation will hold.
You do not need me if your people function is already built and running clean.
Start with the Diagnostic.
Tier 1. Four to six weeks. The front door to everything else.
Most people think agent-readiness means whether you have bought AI yet. Wrong question. The real one is whether you could hand a slice of your people function to a system without something, or someone, quietly breaking. Most orgs are not there yet. The Diagnostic tells you exactly where you stand, in writing.
I read your function across the three layers an agent would actually depend on:
- Data Integrity. Are the fields trustworthy? Field mappings, validation rules, source-of-truth ownership, and whether your reports reconcile or quietly disagree with each other.
- Integration Reliability. Do your systems fail loudly or silently? Job ownership, alerting, dependency mapping, and the feeds that look green in the logs but are wrong by the time they hit a paycheck.
- Human Review and Ownership. When something changes, who reviews it and how? Escalation paths, decision logs, control points, and named ownership for the steps that currently live in one person's head.
Each layer gets scored green, yellow, or red. The sequence is the point. You do not hand work to an agent until the data and the controls under it are trustworthy. Anyone who skips that is selling you risk.
What you walk away with:
- A scored readiness map across all three layers. Yours to keep.
- The plain read. What is solid, what is duct tape, and what one resignation would break.
- A fix order. What to do first, second, third, and why.
How engagements are priced.
Three tiers, one progression. Most clients start at Tier 1.
People Systems Discovery
The Agent-Readiness Diagnostic. A scored read of your people function and the fix order, in 4 to 6 weeks. The front door, detailed above.
People Systems Build
Discovery told you what is broken. The Build fixes it. Process redesign, system reconfiguration, SOP build, governance handoff.
People Systems Ongoing
After the Build, most clients want to make sure things stay clean. Standards maintenance, integration monitoring, governance enforcement.
Targeted engagements.
For organizations that already know what is broken and want one thing fixed, fast, with a price up front. Fixed scope. No discovery retainer required.
Featured ongoing engagement: SOP Library Maintenance.
Most People Teams build SOPs in bursts and let them decay. I do not.
What it includes:
- Quarterly audits. Each SOP checked against current practice.
- New SOPs as processes change. Drafted, reviewed, added to the register.
- Training shells maintained. Refreshed when systems or processes shift.
- Register kept clean. Status, owners, and review dates current.
Or stay honest with a periodic recheck.
You do not need a monthly retainer to keep the foundation solid. For orgs that got clean and want to stay that way, I re-run the diagnostic on a stack I have already mapped. Lower lift than the first pass, same rigor.
What a recheck covers:
- What drifted. Fields, mappings, and ownership that moved since the last look.
- What broke. New silent failures in the feeds and scheduled jobs.
- What is new. Systems, integrations, or roles added since the diagnostic.
- The updated fix order. Re-scored, re-ranked, in writing.
Ready to talk?
One way in.
Book a 30-minute call →Or email brett@fullstacked.ai