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Project SOLT | HR & Operations

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Because "we'll figure it out" isn't a system.
People • Process • Operations
Building better businesses, from the inside out.

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Meet Project SOLT.

Growing businesses don’t need more complexity. They need the right foundation to grow.
We bring people, processes and operations together to help businesses build structure, create clarity, and move forward with confidence.
And Project SOLT is more than a name.
Strength. Ownership. Leadership. Trust.

Four values that shape how we work and the foundation we help businesses build.
This is just the beginning.
Welcome to Project SOLT.

#ProjectSOLT #SOLT #HRConsulting #PeopleAndCulture #BusinessGrowth #Operations #StartupHR #GrowingBusinesses taken in Mumbai, Maharashtra by @projectsolt

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24 days ago

Annual reviews have one big flaw: they save a year's worth of feedback for one hour, once a year.

By the time it happens, the moment that actually mattered is long gone, and what should've been a quick conversation in March becomes a "performance issue" in December.

A lot of teams are shifting toward something simpler: regular 1:1s, monthly or quarterly, instead of waiting for one annual moment to say everything at once.

It's a small change with real effects. Problems get caught early instead of stacking up. Expectations stay clear instead of going stale. Growth becomes a continuous thing, not an annual event. And when the formal review does happen, it's documenting a conversation you've already been having, not starting one from scratch.

This isn't about one generation wanting something different. It's just easier to trust feedback you hear regularly than feedback you wait all year for.

Does your team get regular feedback, or wait for the annual review?

#Feedback #PerformanceManagement #StartupCulture #Management #GenZAtWork #EmployeeExperience #PeopleOperations Bold text reading "The problem with annual reviews? Too much feedback. Too late." taken in Mumbai, Maharashtra by @projectsolt

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12 days ago

The expensive hiring mistake isn't always the wrong person. Sometimes it's noticing the mismatch too late.

Most hiring mistakes don't show up on Day 1- they show up gradually. A little confusion in Week 2. Bigger concerns by Month 2. By Month 3, it's an obvious mismatch everyone's been quietly avoiding.

Usually it's not just about the candidate. A vague JD, hiring on vibes instead of fit, skills that don't quite match the actual role, or weak onboarding all make the mismatch harder to catch early, and easier to blame on the person once it's expensive to fix.

Clear role expectations and a few honest check-ins early on give both sides a real chance to course-correct, instead of letting things drift to Month 4 and asking "how did we get here?"

Try this:
Week 2 - What's clear? What's confusing?
Week 4 - Are expectations and priorities clear?
Month 2 - What's working? What needs to change?

The cost of getting this wrong isn't one number; it's salary, recruitment time, lost productivity, management time, and the impact on the rest of the team.

Save this before your next hire.

#Hiring #StartupHiring #IndianStartups #Recruitment #FounderLife #PeopleOperations #TeamBuilding #StartupHR taken in Mumbai, Maharashtra by @projectsolt

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13 days ago

Your Gen Z employee quit after 8 months. Easiest move: blame Gen Z. Harder question: what did you actually offer them?

"No loyalty" is a convenient explanation. It also skips the part where loyalty has to go both ways.

What tends to keep people, not just Gen Z, just people, isn't complicated: visible growth, clarity on what's expected, feedback before things go wrong instead of after, respect for their time, work that feels like it matters, and decisions that feel fair.

Skip those, and "job-hopping" starts looking less like a generational trait and more like a reasonable response.

This isn't true for every employee or every exit. But it's a pattern worth sitting with before writing someone off.

Would your team say you're giving them a reason to stay?

#GenZAtWork #EmployeeExperience #EmployeeRetention #StartupCulture #PeopleOperations #StartupHR #WorkplaceCulture #Startup taken in Mumbai, Maharashtra by @projectsolt

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14 days ago

A good employee handbook shouldn’t be a 47-page PDF nobody reads. 👀

It should answer the basics:
→ What’s my role?
→ How does leave work?
→ How do we communicate?
→ Who makes decisions?
→ What happens when there’s a conflict?

The goal? Clarity, not corporate jargon.

And yes, compliance still matters. But policies are only useful when people can actually understand and use them.

Keep it simple. Keep it updated. Make it useful.

#EmployeeHandbook #PeopleOperations #StartupHR #EmployeeExperience #Onboarding #CompanyCulture taken in Mumbai, Maharashtra by @projectsolt

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17 days ago

Somewhere between 10 and 20 people, many founders hit the same wall.

At 10, everything feels easy. Everyone's in the loop, decisions happen fast, and culture happens naturally.

Then the team grows.

Communication gets harder. The founder becomes a bottleneck. People start missing context.

The company didn't get worse. The system just didn't scale.

It doesn't happen at exactly 20 people for everyone, but it's a common pattern: informal ways of working start needing more structure.

Clear ownership.
Documented processes.
A communication rhythm that doesn't depend on everyone being in the same room.

Not more corporate. Just more clarity.

Save this if you're between 10–20 people, or heading there.

#StartupGrowth #FounderLife #PeopleOps #ScalingATeam #StartupCulture #HRStrategy #TeamManagement #PeopleAndCulture #FractionalHR #StartupIndia Bold text reading "10 to 20 people. Suddenly everything feels broken. Here's why," with a large arrow from 10 to 20. taken in Mumbai, Maharashtra by @projectsolt

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18 days ago

Gen Z doesn't want another bean bag. 🛋️
They want to know what they're actually doing here. 👀

A lot of what gets called “Gen Z is difficult” is really just basic employee experience:

✨ Clarity
📈 Growth
🧠 Boundaries
💬 Feedback
🛡️ Psychological safety

Before blaming the generation, ask:

→ Are expectations clear?
→ Do people know how they're doing?
→ Can they see a future here?
→ Can they actually disconnect?
→ Can they speak honestly without it becoming a whole thing?

Not everyone wants the same thing. The answer isn't a “Gen Z policy.” It's understanding what your team actually needs.

Good people practices were never a Gen Z thing.
They're just good business. 🤝

Save this. Then ask your team: Which one do you need most?

DM “Project SOLT” if you're building the people systems behind a growing team

#GenZAtWork #StartupCulture #PeopleOps #EmployeeExperience #WorkplaceCulture #EmployeeRetention #HRStrategy #StartupHR #FounderLife #PeopleAndCulture #IndianStartups #StartupIndia #FutureOfWork #ProjectSOLT #FractionalHR Bold text reading "Gen Z said: we don't want perks, we want clarity" with a faint crossed-out ping-pong table icon in the background. taken in Mumbai, Maharashtra by @projectsolt

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19 days ago

Fractional HR isn't "HR on a budget."

It's what happens when your business hits a point that every growing company eventually hits: hiring gets faster, the team gets bigger, and somehow every people decision still lands on the founder's desk.

Informal processes stop working. Everyone has a slightly different version of "how things work here." And the people problems, the ones that used to be a five-minute conversation, start quietly eating into the time you actually need for growth, clients, and product.

That's usually the moment founders start looking at HR. But a full-time hire can feel like too much, too soon. And doing nothing gets expensive in a different way.

Fractional HR sits in between. You get access to experienced HR expertise, systems, and strategic support without creating another full-time fixed role before you're ready for one.

The value isn't just "saving money." It's:

Strategy. Systems. Structure. Founder focus.

When your business starts growing, "we'll figure out HR later" gets expensive.

DM us "SOLT" if you're building a team and want to build the people function properly.

#FractionalHR #StartupHR #PeopleOps #HRConsulting #IndianStartups #StartupIndia #FounderLife #PeopleAndCulture #HRStrategy #BusinessGrowth #EmergingBrands #FashionBusiness #IndianFashion #FashionStartups #ProjectSOLT taken in Mumbai, Maharashtra by @projectsolt

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20 days ago

Red flag 🚩: your onboarding is basically a welcome email.

"Welcome! Slack me with questions!" Then silence. Then, a few months later, a resignation.
New hires are quietly asking: Is this the right move? Do I belong here? Do these people care about my success?

Good onboarding answers all three:
Day 1: clarity, not just a laptop
Week 1: momentum
Week 2-4: from new to contributing
Month 1: a real check-in

A few structured hours now beats rehiring later.

Save this. Use it before your next hire arrives. 📌

What's the best (or worst) onboarding you've seen? 👇

#Onboarding #HRBestPractices #StartupHR #Hiring #EmployeeExperience #TeamGrowth #PeopleOperations #StartupCulture #FractionalHR #ProjectSOLT taken in Mumbai, Maharashtra by @projectsolt

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21 days ago

"Birth announcement, Meet Project SOLT: born on July 21, 2026, weighing in at 100% people, processes & operations. It doesn't cry. It does have strong opinions about your 'we'll figure it out' strategy 😌 Fractional HR & ops for growing fashion brands and cafés. DM us to meet the baby."

#FractionalHR #HRConsultancy #FashionBusiness #StartupIndia. by @projectsolt

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