Your outsourced Human Resources team.
Your company's people leadership, with a single point of contact.
For companies with a thinly staffed HR department, or that still run without one. Recruitment, training, organization, culture, compensation, communication, technology and AI, and coaching.
Like a Fractional HR model: access to senior People & Organization leadership and expertise without the need to create an internal department.
Free, three minutes, and you leave with your three priorities.
One senior criterion for everything.
Managing people needs a single point of contact, one senior and expert criterion that knows your company and works with the best partners for each area. SMEs with 10 to 250 people use different providers for recruitment, training, culture, climate and compensation. Each one solves its own piece: a staffing agency handles recruitment, a consultancy handles compensation, and the figure that coordinates it all is missing, taking the company's needs into account and always at the service of the business.
In 32% of Spanish SMEs, HR is one single person for the whole company. Another 24% lack both an HR lead and a tool that does the job.Personio, survey of more than 1,000 professionals in Spain, July 2024
As the company grows, complexity grows with it, costs rise, and at that point a single lead becomes necessary to optimize costs, processes and organization with an overall view.
We are that single lead.
Recruitment
- Role and salary band definition
- Job descriptions, posting and channel choice
- Competency-based interviews, tests and references
- Scorecard and calibration
- Offer, negotiation and close
- Onboarding and a 30, 60 and 90 day plan
Training
- Needs assessment by area
- Annual plan, budget and calendar
- FUNDAE training credit
- Manager training and leadership programmes
- Performance and objectives, with evaluation and feedback
- AI literacy, required by article 4 of the EU AI Act
- Mandatory training: health and safety, equality and harassment
Engagement and culture
- Annual climate survey and quarterly pulses
- Values, behaviours and recognition rituals
- Wellbeing and mental health
- Absenteeism: causes and action plan
- Turnover, exit interviews and retention of critical profiles
- Employee experience and cultural onboarding
- Work-life balance and flexibility
Compensation
- Bands by level and family, benchmarked against the market
- A written pay policy
- Variable pay, bonus and commissions
- Benefits and flexible compensation
- Equity and phantom shares
- Pay register, audit and gender pay gap
- People cost, budget and annual salary review
Organization
- Current org chart and target org chart
- Job architecture, levels and descriptions
- Headcount sizing and workforce plan
- Organizational change management
- Equality plan, harassment and LGBTI protocols
- Whistleblowing channel, time tracking and the right to disconnect
- Collective agreement, employee representation and exits
Communication
- Internal communication plan
- Internal channels and the rules for using them
- Cascading change announcements, with a script for managers
- Active listening: surveys, inboxes and discussion groups
- Sensitive moments and crisis management
- Employee handbook and FAQs
- Formalizing company processes and how they are communicated
- Coordination with employer branding
Technology and AI
- Assessment of the current system
- HRIS selection and implementation
- ATS and performance tools
- Migration, launch and real adoption
- Automations
- People dashboard and people analytics
- An AI plan by task and role, with usage rules and human review
- EU AI Act and data protection
Coaching and support
- Support for the CEO and the leadership team
- Middle manager development
- One-to-one coaching
- Difficult conversations and conflict mediation
- Talent and potential mapping
- Flight risk and retention plans
- Succession plans and onboarding of new executives
- Offboarding: support for the manager and outplacement
Select any area to see what it includes.
The problem in numbers
Already at 30 people. And seven out of ten startups still have no dedicated person.
SHRM Benchmark · South Summit, 2025Even more than large corporations.
ManpowerGroup, 2025Corporate training lags far behind actual use.
GAD3, 2025And another 27,673 of 50 to 249. That is the size of the market we serve.
Cifras PYME, Spanish Ministry of Industry, December 2025More than two thirds of the companies surveyed do not know the penalty framework of the new rules.
Mercer, national pay transparency studyCompanies drew down 644.6 million euros, 53% of the credit assigned.
FUNDAE, 2024 balance sheetTake your own assessment
Fifteen questions and you leave with a picture of where your company stands, plus the three things worth looking at first.
HR Maturity
15 questions about structure, talent, culture and compliance. 3 minutes.
Take the assessment →Talent Flight Risk
15 questions about engagement, conditions, leadership and data. 3 minutes.
Take the assessment →AI Readiness
15 questions about data, tools, culture and governance. 3 minutes.
Take the assessment →Following the example of the CFO and the CTO.
Outsourced financial leadership is a mature market in Spain today, with plenty of supply and public rates. A shared, external CFO is part of what is normal for an SME. The same happens in technology, under the label CTO as a Service, fractional technical leadership, and there are plenty of Spanish firms devoted to it alone.
In people, in HR, the market still offers loose pieces. Headhunting on one side, training on another, climate on another, the labour side at the payroll firm, the software on its own. The layer that gives all those pieces coherence, which is leadership, is still vacant in most SMEs.
Companies are already used to having a single point of contact for technology or for finance. DO'IN TALENT brings to HR the model that finance and technology have been using for years.
An ongoing service, and a specific case for when growth accelerates.
Ongoing people leadership, month after month, with a monthly plan and an agreed working rhythm.
For startups and scaleups at the moment when growth is about to matter, whether from a round just closed, European funds, a loan or market conditions. When hiring and getting organized quickly and well becomes necessary.
Artificial intelligence, inside the service
It is part of the work from day one, with three pieces.
The company's AI plan
Built from the organization, its people and its real tasks.
Training for the people who use it
So the tool reaches the hands that will work with it.
The internal rules that make it work
Which data can be used and which decisions always carry human review.
Since February 2025, Article 4 of Regulation (EU) 2024/1689 requires every organization that uses artificial intelligence, whatever its size, to ensure adequate training for the people who operate it.
Fixed-scope projects
We also work on bounded assignments, with a defined beginning and end.
Your payroll firm and we do different things.
| What the payroll firm handles | What DO'IN TALENT handles |
|---|---|
| Contract, registration, payroll and social security | Who you hire and in which salary band |
| Formal compliance and deadlines | Structure, levels and the fit of each role |
| Settlement and exit paperwork | The decision that comes before that settlement, and what is learned from it |
| The pay register as a documentary obligation | The pay policy that makes that register meaningful |
Both are needed, and one complements the other. If you prefer, we handle the day to day with them so you can forget about it.
The same process, whatever the starting point.
We always start by understanding what already exists before proposing anything new.
Assessment
We map your organization, your people processes and the real priorities of the business.
Roadmap
Target org chart, a prioritized hiring plan and the key processes to put in place.
Guided implementation
We actively execute: recruitment, processes, regular sessions with management.
Ongoing support
Regular reviews, support on critical hires and the same criteria over time.
A single point of contact
Once a Partner is assigned to you, that will be the only person you have to deal with, and they will hold the full context of your company to handle any topic across the board.
We advise, we manage and we implement.
We carry out every decision taken. The report is the starting point, execution is the work.
The scope adapts to you
A one-off assessment, supported implementation or ongoing support, without unnecessary ties.
We leave the house in order, and someone to keep it that way
When the organization is in order, if you decide the moment has come to have your own people lead, we recruit and train them before we leave. We work towards that day.
26 years helping organizations grow, change and transform.
DO'IN TALENT starts with a team of independent professionals, specialists in recruitment, compensation, development, labour relations and people technology, whom we have known for years. We know which headhunter is best for each type of vacancy, and which kind of training is most effective and suitable for your teams.
Who founded DO'IN TALENT?
Judith Ruiz de Esquide
I know how a company of 74,000 people does it and I know what a company of 40 can afford. That distance is exactly my clients' problem.
16 years leading HR, people and organization projects at L'Oréal and Air France/KLM.
10 years as CEO of tech startups and scaleups.
Has lived and worked in Spain, France, the Nordic countries, the United States and Latin America.
Professor of digital transformation at IE Business School for 6 years.
Advisor and Coach.
Founded DO'IN TALENT to bring all of her expertise to small businesses, startups, scaleups and mid-sized companies.
Judith's full profile →·Judith on LinkedIn →
We answer your questions.
DO'IN TALENT is people leadership for SMEs, startups and scaleups. We cover the eight areas with one single criterion and, beyond diagnosing, we execute with you. A single point of contact for any HR and organization matter.
DO'IN TALENT is the general service: ongoing people leadership, month after month, with a monthly plan and an agreed working rhythm, and it works for any SME or startup.
DO'IN SCALE is the specific case, for startups and scaleups at the moment when growth is about to matter, whether from a round just closed, European funds, a loan or market conditions. When hiring and getting organized quickly and well becomes necessary.
Artificial intelligence is part of the service, with three pieces: the company's AI plan built from the organization, its people and its tasks, training for the people who use it, and the internal rules on which data can be used and which decisions always carry human review.
We also work on short, fixed-scope assignments, such as a four-week assessment, an equality plan, a pay register or a salary band system.
DO'IN TALENT is a single point of contact for any topic related to organization, people, processes and AI, instead of having to coordinate several different providers for each area.
Because you're not hiring just one person, but the whole team that person would need behind them to execute: recruitment, training, organization, culture, compensation and AI. A Head of People working alone still depends on external providers for each of those pieces; with DO'IN TALENT you get that full team from day one, with a single set of criteria and without the fixed cost of building it in-house.
If your intention is to eventually have someone in-house, once we've built the system, if you'd like, we help you recruit and train a Head of People to keep it running over time.
We work alongside them. DO'IN TALENT brings criteria, structure and execution on the topics where a junior or generalist HR person needs support; we don't compete with the internal role, we support it.
Very little. We integrate through periodic sessions with leadership and actively execute recruitment, processes and organization, so you can stay focused on the business.
The diagnosis and roadmap are ready within the first few weeks. Implementation moves forward in parallel, with clear priorities from month one.
Information on recruitment, compensation and engagement is treated with strict confidentiality and in compliance with GDPR, as part of our commitment to being a single, trusted point of contact.
No unnecessary ties. The scope adapts to each stage of your company, and you can adjust or end the service as your needs change.
DO'IN TALENT was founded by Judith Ruiz de Esquide Fernández, with 16 years of HR experience at L'Oréal and Air France-KLM, 10 years in general management, and 6 years as a professor in IE's digital transformation master's program.
To hire DO'IN TALENT, book a free, no-commitment session. In that session we evaluate together what your company needs, and from there we propose how to hire the service that best fits you. Write to us at welcome@dointalent.com or call +34 675 776 239.
Start with a free session, to understand where you stand.
You leave with a first map of priorities, with no obligation to continue.
Or, if you'd rather, reach us here: WhatsApp · welcome@dointalent.com · +34 675 776 239