Pooja Amin

Career coach · virtual

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Services

ServiceWhat is includedPrice
People Ops Foundations
Startups scaling headcount and feeling HR start to “break”; Founders/ops leaders doing HR by default and getting pulled from growth; Teams with first-time managers and inconsistent people practices; Companies preparing for bigger hiring, performance cycles, or due diligence; Remote/hybrid teams needing consistent rituals and expectations		 policies · handbook basics · onboarding workflows · clean operating system for HR on request
Recruiting & Onboarding
Startups scaling headcount and feeling HR start to “break”; Founders/ops leaders doing HR by default and getting pulled from growth; Teams with first-time managers and inconsistent people practices; Companies preparing for bigger hiring, performance cycles, or due diligence; Remote/hybrid teams needing consistent rituals and expectations		 role clarity · job descriptions · interviews · decision-making · onboarding that reduces early churn on request
Performance Management
Startups scaling headcount and feeling HR start to “break”; Founders/ops leaders doing HR by default and getting pulled from growth; Teams with first-time managers and inconsistent people practices; Companies preparing for bigger hiring, performance cycles, or due diligence; Remote/hybrid teams needing consistent rituals and expectations		 goals · feedback loops · reviews · calibration-lite · manager guidance on request
Compensation & Leveling
Startups scaling headcount and feeling HR start to “break”; Founders/ops leaders doing HR by default and getting pulled from growth; Teams with first-time managers and inconsistent people practices; Companies preparing for bigger hiring, performance cycles, or due diligence; Remote/hybrid teams needing consistent rituals and expectations		 comp philosophy · levels · bands · decision frameworks on request
Employee Relations
Startups scaling headcount and feeling HR start to “break”; Founders/ops leaders doing HR by default and getting pulled from growth; Teams with first-time managers and inconsistent people practices; Companies preparing for bigger hiring, performance cycles, or due diligence; Remote/hybrid teams needing consistent rituals and expectations		 investigations · conflict · misconduct · documentation practices · risk reduction on request
Manager Development
Startups scaling headcount and feeling HR start to “break”; Founders/ops leaders doing HR by default and getting pulled from growth; Teams with first-time managers and inconsistent people practices; Companies preparing for bigger hiring, performance cycles, or due diligence; Remote/hybrid teams needing consistent rituals and expectations		 manager coaching · manager playbooks · 1:1 & feedback systems · delegation & prioritization · performance conversations on request
HR Tech & Vendor Enablement
Startups scaling headcount and feeling HR start to “break”; Founders/ops leaders doing HR by default and getting pulled from growth; Teams with first-time managers and inconsistent people practices; Companies preparing for bigger hiring, performance cycles, or due diligence; Remote/hybrid teams needing consistent rituals and expectations		 HRIS/payroll/benefits vendor selection · workflow design · implementation planning · data cleanup · integrations on request
90-Day People Plan + Execution
fast scaling, messy HR, founders overloaded		 3 weeks · focused sprint to build foundations · stabilize growth on request
Ongoing Fractional Head of People
steady growth, manager enablement, recurring People decisions		 part-time ongoing partnership · run and evolve People Ops as you scale on request
Manager Development Program
Teams with first-time managers; Startups scaling headcount and adding layers of leadership; Leaders seeing escalation overload; Teams struggling with feedback, accountability, or conflict; Distributed teams needing consistent communication norms		 manager operating system · 1:1 + feedback toolkit · delegation + accountability framework · performance conversation support · conflict and communication framework on request

As published on their website, read Sep 30, 2026.

How they compare

Computed by Callings from the prices and experience coaches publish. Not a rating.

Where they fit

StudentsEarlyMidManagerDirectorVP / C-suite
Resume and LinkedInnononononono
Interviews and offersyesyesyesyesyesyes
Job search strategyyesyesyesyesyesyes
Career direction and changeyesyesyesyesyesyes
Leadershipyesyesyesyesyesyes
Personal brandyesyesyesyesyesyes

How they work

Process
Discovery Call to understand growth stage and pain points · 90-Day People Plan to design prioritized roadmap and quick wins · Execution & Coaching to implement systems and guide team · Scale & Optimize with continuous iteration as business expands

Do it yourself, or hire a coach?

Doing it yourselfUsually enough whenA coach earns the fee when
Interviews3 to 6 hours of practice out loud per interview process. Callings can prepare you for each job you track.Early rounds in a format you know.Final rounds, panels, a new kind of role, or you tend to freeze.
Job searchA target list, a weekly plan and steady outreach. Callings builds the weekly plan and tracks every application, free.Interviews are coming in.Three months without traction, or a senior search that runs on your network.
Career directionWeeks of reading and conversations about roles that fit. Callings can show your strengths and the pay for each role.You already have two or three target roles.You do not know what comes next, or you want structure and a formal assessment.

Times are our estimates. Try Callings.

Questions to ask before hiring

  1. What does it cost in total, and what is included? (no published price)
  2. What are your cancellation and refund terms? (no refund terms on their site)
  3. Who do you usually work with, and how long does a typical engagement last? (always worth asking)

What they publish

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