Mikk Orglaan
Co-founder & CEO
20+ years in HR strategy, organisational design and senior leadership advisory across multiple industries.
LinkedInSparkly Fractional HR
Senior HR support for SMBs —without hiring a full-time HR leader
Sparkly Fractional HR gives growing companies access to a senior people partner on demand. Audit your organisation, hire smarter, restructure with less risk, or get monthly operational support — all powered by Sparkly's people intelligence platform.
Built for SMBsSparkly-poweredStart small, scale up
Why fractional
No full-time HR needed
Get senior HR thinking without the cost of a full-time hire.
Start small, scale up
Begin with one project and add ongoing support only when it pays off.
Sparkly-powered decisions
Every recommendation is grounded in Sparkly's people, role and team data.
Who it's for
Built for the moment your business outgrows informal people decisions
Growing SMBs without an HR lead
10–150 people, founder or COO carries HR decisions, no senior HR in-house yet.
Scaling startups
Hiring fast, role definitions are blurry, team structure changes every quarter.
Companies in restructuring
Roles, responsibilities or team composition need to change — and the people risk is real.
Founders preparing for the next stage
Investor-readiness, scale-up, or a leadership transition that needs a clean people foundation.
The four services
One framework, four ways to bring senior HR expert support in
Each service is a self-contained product. Most companies start with the HR Audit, then continue with whichever path the audit reveals — Recruiting, Restructuring or Operational Support.
One-time service
HR Audit
Diagnose people, roles and structure
A one-time diagnostic that brings clarity to people, roles, team structure, and workforce risks. Ideal as a starting point when leadership knows something is off, but cannot yet see exactly where the real issues sit.
- Review of people, roles and responsibilities
- Team setup and reporting-line review
- Workforce risk areas identified
- Clear summary of findings
- Recommended next steps
People, role and responsibility review
Each role, person and reporting line examined for clarity, fit and overlap.
Team and structure review
How teams are set up, how decisions move, where collaboration breaks.
Workforce risk mapping
Where people risk is highest — flight risk, single points of failure, hidden overload.
Findings summary
A concise written summary leadership can act on, not a 60-page report.
Recommended next steps
Whether the answer is a recruiting project, a restructuring project, or operational support.
One-time project
Recruiting
Hire the right person for the right role
A project-based service that helps define the right role, assess candidate fit, and improve hiring decisions. Designed to reduce expensive hiring mistakes and move beyond CV-based guesswork.
- Hiring need clarification
- Role profiling beyond a job ad
- Candidate fit assessment
- Finalist comparison
- Hiring manager advisory
- Onboarding design (optional)
Hiring need clarification
Decide whether you really need a new hire — or first need to rethink the role, responsibilities or workload.
Role profiling
A real role profile — what the person will do, in what environment, with which manager and what working style is required.
Candidate fit assessment
Candidates evaluated for role, team and organisation fit using Sparkly's logic.
Finalist comparison
Final-round comparison so the manager doesn't pick on experience, sympathy or 'gut feeling' alone.
Hiring manager advisory
Support for the manager throughout: what to look for, what to ask, what not to overweight.
Internal candidate / mobility review
Check if someone inside the team could be moved into the new role before going external.
Onboarding design for the new hire
Once the choice is made, design the onboarding logic so the person reaches results faster.
One-time project
Restructuring
Redesign roles, teams and responsibilities
A project-based service for redesigning roles, reallocating responsibilities, and improving team structure. Best used during growth, change, or performance pressure, when the organisation needs a smarter people setup.
- Restructuring readiness review
- Role redesign
- Responsibility reallocation
- Team redesign recommendations
- Internal redeployment options
- Change-risk mapping
Restructuring readiness review
A pre-change map: which roles are blurry, where is duplication, where is under-used potential, where is overload.
Role redesign
Redesign existing roles so the work fits people's strengths and the company's real need.
Responsibility reallocation
Reallocate tasks and responsibilities across teams or individuals.
Team redesign
Analysis of which team composition would work better after the changes.
Internal moves and redeployment
Before any layoff or external hire, check who could be moved into another role or team.
Manager–team fit review
When managers or reporting lines change, evaluate manager–team fit.
Change risk mapping
Map the key risks: who might leave, where collaboration may break, which roles might stay too vague.
Post-restructure stabilisation
A short follow-up phase to check whether the new setup actually works.
Monthly service · fixed hours
Operational Support
Your fractional people partner, every month
Monthly Fractional HR support with a fixed number of hours. Built for SMBs that need ongoing people and organisational support without hiring a full-time senior HR leader.
- Fractional HR partner for leadership
- Manager advisory
- Employee case reviews
- Role and workload tuning
- Key employee retention support
- Monthly people review
Fractional HR partner
Regular people-support for the founder or leadership team — current people topics, decisions and priorities.
Manager advisory
Coaching team managers on people leadership, role clarity, work allocation and difficult situations.
Employee case review
Case-by-case support where performance, motivation or collaboration is at risk.
Role and workload tuning
Ongoing small adjustments to roles, responsibilities and workload.
Team dynamics interpretation
Sparkly results translated for the manager into practical changes.
Key employee retention support
Support to retain key people when tension, fatigue or fit risk shows up.
Hiring decision support
When a hiring decision pops up between projects, evaluate it inside operational support without a separate project.
Monthly people review
A regular review of the company's most important people risks, role questions and leadership decisions.
Ad hoc strategic HR support
Quick questions and smaller people decisions where the CEO or COO doesn't want to decide alone.
How services connect
Start with the audit. Continue with what it reveals.
The most common path: start with the HR Audit. From there, continue with the project or service that fits the actual problem.
HR Audit
Diagnose first
Recruiting
If the answer is: we need a new hire, done right.
Restructuring
If the answer is: roles, teams or responsibilities need to change.
Operational Support
If the answer is: we need a senior people partner every month.
Why Sparkly-powered
Not just an HR consultant. A platform-backed people partner.
Sparkly is more than a test. It's the underlying people intelligence platform that makes our Fractional HR work measurably sharper than traditional HR consulting.
Less subjectivity
Decisions grounded in data on personality, work style, energy and fit — not gut feeling.
Sharper recommendations
Recommendations are anchored in concrete profiles and patterns, not generic HR advice.
Person + role + manager + team as one
We never look at a person in isolation — every recommendation considers their role, manager and team.
Strategic, not administrative
We focus on the decisions that move the business — not paperwork or process.
Concrete decision points
You get specific decisions to take, not a long, vague report.
How we work
Three steps to bring Fractional HR into your company
01
Discovery call
30-minute call to understand the situation, the people involved and the most pressing question.
02
Scope & proposal
We propose the right service — Audit, Recruiting, Restructuring or Operational Support — with scope and price.
03
Delivery
We deliver the project or run the monthly support, with clear outputs at each step.
Who delivers it
Designed and delivered by Sparkly's founders
Fractional HR engagements are led personally by Sparkly's founders, supported by Sparkly-qualified HR experts when needed.
Triin Orlovski
Co-founder
Strategic HR advisor with deep experience in senior recruiting, leadership coaching and people operations for growing companies.
LinkedInQuestions
What companies ask before starting
Fractional HR means getting access to a senior HR partner for a fraction of a full-time role — by project or by month. You get the seniority you need, only when you need it, without the cost of hiring a full-time HR leader.
Talent Advisory is for individuals reflecting on their own career. Fractional HR is for companies — building the right roles, teams and people decisions on the company side.
Most companies start with the HR Audit. From there, you can continue with a Recruiting project, a Restructuring project, Operational Support — or a combination. The goal is to match the service to the actual problem.
HR Audit starts from €799.50. Recruiting and Restructuring projects start from €1 500. Operational Support starts from €1 500/month with a 3-month minimum. Full details on the pricing page.
Discovery call within 5 working days. For audits and operational support, kick-off is usually within 2 weeks of signing. Recruiting and restructuring projects start as soon as scope is agreed.
We don't run a CV database, we don't buy or sell contacts, and we don't run the full end-to-end recruiting process. Our recruiting service focuses on advising the hiring manager — defining the right role for the organisation, clarifying context and selection criteria, assessing fit and improving the final decision together with the hiring manager. Candidates come through your existing channels (referrals, agencies, ads).
That's a good outcome. The audit often reveals that the real fix is a role redesign, a responsibility reshuffle or a manager-team change — not a new hire. We'll recommend the lighter path whenever it's the honest answer.
Every engagement is supported by Sparkly: people profiles, role-fit logic, team dynamics and decision support. That's what makes Fractional HR with Sparkly measurably sharper than traditional consulting.
No — and we keep it that way on purpose. The Sparkly platform subscription is billed separately from any Fractional HR service (Audit, Recruiting, Restructuring or Operational Support). There are several reasons we hold these costs apart. First, the platform is your long-term asset: the data, profiles, role definitions and team insights stay with you and keep producing value long after a specific project ends — they shouldn't be hidden inside a one-off service fee. Second, transparent pricing makes it easier for you to see what you actually pay for advisory time versus what you pay for the underlying intelligence layer; bundling the two would blur that line and make it harder to scale the platform across your organisation independently. Third, the platform is priced per active position and grows with your team — embedding it in a service fee would force everyone into the same package regardless of company size. Fourth, many clients continue using Sparkly long after the Fractional HR engagement ends, often expanding it across more teams or roles; keeping it as a separate subscription means you never lose access just because a project finishes. And finally, this separation lets us stay honest about value: our advisory time is priced for the senior thinking it delivers, and the platform is priced for the data and decision support it delivers — neither subsidises the other.
Your next step
Bring senior people thinking into your business — without hiring full-time
Start with a 30-minute discovery call. We'll listen, ask a few sharp questions, and recommend the right path — Audit, Recruiting, Restructuring or Operational Support.