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Let's Lead Together

Are you a busy leader who is responsible for a growing team? 

Do you want a thought partner that will help you grow your organization strategically, while supporting you and your people as real humans?


Let’s Lead Together is an annual membership for business and non-profit leaders with up to 40 employees that helps you:

Offload the time-consuming and repetitive HR responsibilities that keep you from focusing on the things that only YOU can do

Gives you the structural Organizational Development and Human Resources support to get your organization to the next level with inclusive, regenerative, business practices that help you, your team, and those you serve.

Lead your developing team through its stages of growth, including helping your employees steadily build skill sets to meet the future needs of your organization.


You have been wonderful to work with.  I’ve really appreciated your approach to how you do HR.  It is unique, but it really shouldn’t be because it’s just wonderful and holistic, and it really works for our team.  Our team has felt more supported working with you.

- Laurie Egan, Executive Director
Coastal Watershed Council

Here's How It Works

Ongoing Support for YOU as a Leader.  
We’ll increase your capacity by meeting regularly throughout the year to make progress on our work, to make sure you have the information and support that you need as the organization changes, and to check in about special projects and difficult situations that come up along the way.

Ongoing Support for Your TEAM. 
We’ll get together with your team to let them know that I’m now a resource that is available to them for their questions, comments and concerns, so they know they have someone else they can turn to if there are important issues that they would like to discuss.
  Including professional development for your team at the premium tier.

Goal Setting (and Achieving!). 
Clarify your goals for your team’s development over the course of the coming year: identifying strengths, weaknesses, threats and opportunities.  This is the blueprint that we will use to guide our work together, understanding that as dynamics change, we may change course.  Later on in the year, we’ll also make your dream list of all the things that you would like to be able to do for your employees one day so that we can start to lay the foundation for those dreams to become a reality.

HR/OD Needs Assessment & Action Plan.
Identifying any gaps and opportunities in the current setup and work toward resolving them.  This looks into both documentation and the tech stack that is supporting the team with a vision to the future that you are building, so that if the systems that are in place now are not going to support you adequately moving forward, we can start working on when and how to make shifts that are sustainable for everyone involved.

You will receive. . .

Package 1

Let’s Lead Together Package 1 includes all the following:

  • 6 one-on-one Leadership Strategy sessions: 60 minutes each with Candice

  • 5 team sessions: 60 minutes each with Candice

    • For team introduction and quarterly trainings

  • 4 Employee Support sessions: 60 minutes each with Candice 

    • For employee’s difficult situations, concerns, complaints, reports

  • SWOT Analysis

  • Human Resources / Organizational Development Needs Assessment & Action Plan

  • Organizational Development Goal Setting

  • 8 hours HR Policy Writing, Editing, Research

  • Ongoing email support for HR issues and questions as they arise

  • Ongoing point of contact for employee concerns, complaints, reports

  • Annual Handbook Update (typically in February/March)

  • Annual Compensation Analysis Report (typically in April/May)

Choose the package that best fits your needs.

Package 2

Let's Lead Together Package 2 includes all the following:

  • 6 one-on-one Leadership Strategy sessions: 60 minutes each with Candice

  • Human Resources / Organizational Development Needs Assessment & Action Plan

  • 8 hours HR Policy Writing, Editing, Research

  • Ongoing email support for HR issues and questions as they arise

  • Ongoing point of contact for employee concerns, complaints, reports

  • Annual Handbook Update (typically in February/March)

Á la Carte Options




To meet the shifting needs of your organization, these optional add-ons are available as needed throughout the year:

  • Leadership Strategy Sessions

  • Employee Development Group Sessions

  • Employee Support Sessions

  • HR Policy & Documentation Writing and Editing

    1. Covers writing and editing any customized HR documentation such as: Job Descriptions, Offer Letters, Standard Operating Procedures, Employee Warnings and Performance Improvement Plans, etc.

  • Employee Handbook Update

    1.  Covers updating the employee handbook with additional policies should the needs of the organization change during the course of the year.  This can be necessary when an organization grows and needs to follow additional federal, state and local guidelines.​

  • Compensation Analysis

    1. A comprehensive compensation report that includes market research on each position at the organization based on the market rates for your industry, location, and revenue.  

    2. Also includes an analysis of pay rates and ranges within the organization as they relate to one another's roles and responsibilities.

  • Employee Onboarding

    1. Assistance with job offer and wage negotiations

    2. Setting new employee up on all systems

    3. Handling communication during the first week to help the employee transition smoothly into their new role

  • Employee Termination

    1. Development of documentation for the termination

    2. Preparing for the termination meeting to secure the resources of the organization

    3. Assisting with the termination meeting and ending employment with the individual

  • Employee Corrective Action (Discipline)

    1. Development of documentation for the warning or performance improvement plan

    2. Preparing for the meeting

    3. Assisting with the corrective action meeting and follow-up as needed

  • Facilitation of Annual Employee Reviews

    1. Project manage employee reviews

    2. Communicate with leadership, managers and staff

    3. Review and revise documentation

    4. Advise on employee review meetings

  • Medical Insurance Renewal

    1. Communication with medical insurance provider regarding rate increases/plan changes

    2. Notification to employees of changes and open enrollment options

    3. Following up with employees and insurance provider regarding changes

  • Disability / Pregnancy Leave

    1. Preparing documentation and responding to correspondence in a timely manner (including writing a disability leave policy if there is none in place)

    2. Educating employer and employee on rights and responsibilities including notifications, disability applications, and returning to work

    3. Meeting with the employee up to three times to facilitate the transitions out of and back to work

    4. Being available to the employer and employee for the duration of the process to help with any questions, comments or concerns that come up

  • Employee Offsite

    1. Booking event space, tickets, meals, arranging transportation (price of rentals/tickets/meals/transport not included)

    2. Developing communications and itinerary with leadership to announce the offsite and being the point of contact for employee questions

    3. Facilitating day-of including handling timing, direction, logistics and communication with the venue

"We have a complicated mix of employees, contractors and were also expanding our company adding a whole new department when we started working with Candice.  She was clear and consistent in her communication, project timeline and deliverables.  I appreciated the time that she took to talk with us about our current systems to make sure that the policies fit into what we are already doing."

Tiffany Jones
CEO, Lime Technology


Meet Your Guide

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Candice Elliott helps impact-driven leaders grow their team with values-aligned HR best practices.  She focuses on increasing employee retention, making work more meaningful, and of course saving $$.


Her background is in HR.  She has a Masters in HR from Penn State, the Senior Professional certification in California and has worked in the field for more than 10 years.  During the Pandemic, she supported the small business and non-profit community by giving 100s of hours of assistance to help meet the challenges of the changing world of work. 


Candice lives and works on the unceded land of Popeloutchom, home to the Awaswas speaking Uypi Ohlone, recently called Santa Cruz, California.


Package 2 Investment

Package 1 Investment



Monthly payment plans available.



Monthly payment plans available.

A la Carte Pricing available here.

"I appreciated Candice's organization.  She kept me and my team on track all the way through the project.  When I hired someone to take on the HR job in the middle of it she quickly pivoted to teaching them exactly what they needed to know in order to get it right."

Andrew Lewis, Owner & Founder

Frequently Asked Questions

When can I start?

There are a limited number of memberships available each year.  Membership start dates are rolling, so as long as there’s a spot available you can start whenever the timing works best for your organization.


How long do I have to use all the sessions?

All sessions must be used within the membership period (1 year from the start of membership).


Do you cap your time?

This offer has been created to give the appropriate amount of time for most organizations that need this kind of support.  For organizations that would like additional support, or whose needs are greater than typical, there are à la carte options to meet that need.  Caps for number of meetings, reports, etc. are listed under What’s Included.


Is there tiered pricing for different sizes of business?

The pricing listed is for organizations of up to 40 employees.  There is only one price because the deliverables are the same regardless of whether the company has 4 employees or 40.  If you have an organization with more than 40 employees, it’s likely that you will need support above and beyond what is in this package.  If you’re interested in working with me and have more than 30 employees, please contact me and we can talk about your needs.

"Our nonprofit organization has experienced tremendous growth over the last decade.  As the number of employees grew, our internal processes were not keeping pace.  We contracted Fortress and Flourish to prepare staff salary scales to create pay equity, pay transparency, and pay increase consistency. The final report is exactly what we wanted – a helpful tool that we’ll use for a long time."

Teresa Malone, Deputy Director,

Land Trust of Santa Cruz County

Learn More About Our Approach In These Videos

Want to do work differently?

Increase your impact and help your bottom line by keeping your people with you for the long run with these 4 leadersip practices that treat people as humans, not just bots.

Got questions?

Book a free, no-pressure discovery call or email us.

A fellow business owner recommended I reach out to Candice after I mentioned some concerns I was having with an employee. Candice was incredibly warm and welcoming, immediately helping me to find ways to address my concerns. Her answers are empathetic, thoughtful and informative. Candice provides a wealth of resources over email, through webinars, and her regular newsletters. I cannot recommend her highly enough!

 – Meredith Keet, Owner, Ethos

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