Industries / Technology
TechnologyAs your team grows, the way you manage people needs to grow with it. We help founders and leaders turn informal arrangements into clear roles, consistent employment documents and practical support for managers.
01 / FOUNDATIONSClarity as you growDefine responsibilities and reporting relationships.
02 / PEOPLEA consistent employee experienceOrganise onboarding and workplace expectations.
03 / SUPPORTConfident people leadersSupport technical specialists stepping into management.
Clarify responsibilities, employment terms and workplace policies as you add new functions or layers of management.
Help new and experienced managers prepare feedback, set expectations and address concerns consistently.
Give founders and leaders access to practical advice and additional capacity as people priorities develop.
Google reviews from businesses we support across our services.
Examples of work delivered by CCG. Details are kept anonymous to protect client confidentiality.
The need
A technical business wanted practical guidance on running useful, regular employee conversations.
Our work
CCG prepared and delivered a training session covering the purpose and structure of one-to-one meetings, communication, feedback and employee support. Alongside this work, we consolidated employee feedback to support the ongoing review of position descriptions.
What was delivered
The team received practical training in effective check-ins and a consolidated set of feedback for the next stage of its role-description work.
In a small technology business, people often cover several functions. As the team expands, that flexibility can leave gaps or overlapping responsibilities between founders, team leads and new hires.
We help define roles and reporting relationships, prepare position descriptions and connect individual expectations with the way the business operates. The work can start with one growing team or a broader review of your people foundations.
A strong technical contributor may be asked to lead people without a clear framework for doing so. Regular check-ins, meaningful feedback and agreed expectations give that person a practical starting point.
We can support performance frameworks, probation reviews and conversations about conduct or delivery. Managers have someone to work through the facts with before a difficult issue is allowed to drift.
When people work in different locations or patterns, assumptions about availability, communication and responsibilities can vary. Clear workplace policies help make those expectations discussable and repeatable.
We can help review employment documents, onboarding and flexible working processes, with an agreed approach to communication and employee concerns. Australian employment support is scoped to your business; any overseas employment or specialist intellectual-property advice can be identified separately.
You may be hiring your first managers, opening a new team or finding that informal processes no longer work. We’ll help identify the most useful first project and the people who need to be involved.
Our typical clients have around 10–150 employees. After an initial conversation, we’ll recommend retainer, hourly or project support to suit your business. We can also provide extra capacity alongside an existing HR professional.
You do not need every document ready to book a conversation.
No. We can work directly with founders or operations leaders, or provide additional capacity alongside an existing HR professional.
We can help clarify the responsibilities and hiring requirements, then discuss whether our recruitment support fits the role and the work you need.
We can help review your business activities, role duties and any applicable agreement to identify the employment arrangements that need to be considered. A technology job title alone does not decide coverage.
For general award information, see Fair Work’s awards guidance. For support in another sector, explore our industries.
Book a free consultation. We’ll discuss your business, your team and the HR issue or priority you want to work through.
We’ll recommend a project, hourly advice or ongoing HR support. We agree the scope, fees and next steps with you before work starts.
We gather the relevant information, work through the agreed priorities and help you put the advice and documents into use.
You can start with a defined project or hourly advice. Ongoing retainers are 12-month agreements; we’ll explain the terms before you decide. An HR Health Check generally takes 4–6 weeks.
