Build-Operate-Transfer is for companies that need an HR function up and running but do not yet have the blueprint, or the bandwidth to manage it. We take your requirements and build the team, operate it for you while you focus elsewhere, then transfer it to your management whenever you are ready. We stay alongside you until it runs entirely on its own.
The model
Every company starts B.O.T from a different place. Some do not yet know what their HR function should look like. Others know exactly, but have no wish to manage it in the early stage. The model works for both: we build what you need, run it for as long as it makes sense for you, and hand it over when you decide the time is right.
Typically 1–3 months
You may not yet know where to start. You tell us what the business needs, and we turn that into a working function, whether that is a full HR team or a single function within it, then recruit the people who will run it.
For as long as you need
Managing a new team is the last thing you want in the early stage. We run it for you, so delivery, performance and reporting all sit with us, and everything is documented as we go.
Whenever you're ready
When you decide to bring the team in-house, we transfer it to your management in full, then stay alongside you afterwards until it runs completely on its own.
Where we apply it
Take one, or take the whole HR operation. Each runs on the same three-phase model.
The operational backbone: employment contracts, HR administration, payroll coordination, labor law compliance for Vietnam, policy and handbook, and the full employee lifecycle from onboarding to exit. For companies entering Vietnam, this is the function you cannot hire your first twenty people without.
A complete hiring engine, built and run: recruiters, sourcing channels, ATS, interview frameworks, hiring-manager enablement and reporting your leadership can read at a glance. We hit the hiring plan while the function is being built, so you are never forced to choose between the two.
The listening and retention infrastructure most fast-growing companies only build after they have already lost people: onboarding experience, pulse and feedback cadence, recognition mechanisms, internal communication rhythm, and early-warning attrition monitoring.
The layer that decides whether your organization still works at three times the size: competency frameworks, career ladders, performance-management cycles, learning programs and succession planning. We design them, run them, then hand them to your own L&OD lead.
The handover
A transfer is only real if the team keeps running without us. That is the standard we design to. The engagement is not finished on the day the team changes hands, but on the day it no longer needs us.
Entering Vietnam
Companies entering Vietnam that need a compliant HR function before the first local hire.
Rebuilding HR
Companies rebuilding after an HR lead or an entire function has walked out the door.
Outgrown founder-run HR
Startups that have outgrown founder-run HR but are not ready for a full in-house department.
In-house
Boards that want the option to bring the function in-house whenever they choose.
Vietnam delivery center
Regional groups standing up a Vietnam delivery center and needing it operational fast.
Companies entering Vietnam that need a compliant HR function before the first local hire.
Companies rebuilding after an HR lead or an entire function has walked out the door.
Startups that have outgrown founder-run HR but are not ready for a full in-house department.
Boards that want the option to bring the function in-house whenever they choose.
Regional groups standing up a Vietnam delivery center and needing it operational fast.