No. ClearPath operates as an external People Operations partner.

The distinction matters. A virtual assistant handles tasks. ClearPath brings HR knowledge, structured systems, and ongoing operational partnership to the people processes that support your team — across the full employee lifecycle.

I'm not a general administrative resource. I'm a People Ops professional who understands how these processes work, why they matter, and what happens when they're not handled well. That context shapes everything about how the work gets done.

ClearPath provides HR-informed operational support grounded in deep compliance expertise — not legal advice.

I bring working knowledge of federal and California employment law to every engagement, including leave programs (FMLA, CFRA, PDL, ADA), benefits compliance (ERISA, COBRA, HIPAA), multi-state employment requirements, and ADA accommodation processes. This means your people operations are handled with genuine regulatory awareness, not just administrative coordination.

That said, ClearPath is not a law firm and does not provide legal counsel, draft legal documents, or render legal opinions. For matters requiring formal legal advice, I always defer to and work alongside your legal team.

Yes — and it's one of ClearPath's deepest areas of expertise. California has some of the most complex employment regulations in the country, including CFRA, PDL, FEHA, and Cal-OSHA requirements that go well beyond federal standards. If your team includes California-based employees — whether you're headquartered here or managing a distributed workforce — that expertise is built into every ClearPath engagement.

ClearPath works with growing businesses across industries — with particular experience in technology, manufacturing, wine and hospitality, and solar energy. Industry matters less than team size and operational stage. If you have employees, benefits, and people processes that need structure — ClearPath is likely a fit.

ClearPath focuses exclusively on People Operations. Services outside scope include:

• Legal drafting, legal advisory, or formal legal review — ClearPath brings deep HR compliance knowledge to every engagement, but formal legal counsel always remains with your legal team.

• HR strategy ownership or policy creation

• Bookkeeping, accounting, or payroll processing

• Marketing, social media, or brand management

• Sales or business development

• Personal assistant tasks or errands

• Large-scale non-HR project management

• Full software implementation or technology migrations

When something falls outside scope, I'll say so directly — and where appropriate, help you identify the right resource for it.

Yes — and in many cases, teams in the 30–60 employee range are where the need for structured People Ops partnership is most acute.

As team size grows, so does operational complexity — more benefits to administer, more leave coordination, more documentation to maintain. Partnership capacity can scale to match. If your team's needs require more hours or a broader scope, that's a conversation we can have at any 90-day renewal point.

Teams with distributed, multi-state workforces are particularly well-served by ClearPath's compliance depth — especially those with California-based employees or operations.

The right level depends on your current stage and operational complexity:

• Core Coordination is best if you need reliable, consistent execution of essential people processes that are currently managed inconsistently or by someone who shouldn't have to own them.

• Operational Reset is ideal if your people processes feel scattered, undocumented, or reactive — and you need systems built that actually hold.

• Embedded Partnership fits growing teams that need consistent, ongoing People Ops involvement as complexity increases month over month.

Still not sure? If your team is navigating leave complexity, ADA accommodations, multi-state compliance, or benefits administration without dedicated HR support — Core Coordination or Operational Reset is likely the right starting point. Submit an inquiry and we'll figure it out together.

ClearPath partnerships are capacity-based and tailored to your team's size and complexity. Listing a single price without context would be misleading.

Detailed investment information is shared after you submit an inquiry and before your discovery call — so you can review your options thoughtfully, at your own pace, before we ever speak. The goal is for you to come to that conversation informed and confident, not surprised.

The initial 90-day term is where the real foundation gets built.

People operations improvements require continuity. Ninety days is the minimum time needed to understand how your team actually operates — not just how it's supposed to operate — and to build systems that hold.

During this time, we establish communication rhythms, clarify priorities, implement structured workflows, and begin building operational consistency — including any compliance documentation, leave program structure, or benefits coordination processes your team needs.

After the initial term, partnerships renew in structured 90-day cycles.

This quarterly rhythm gives both of us a natural moment to review progress, reassess priorities, and confirm that the partnership is still well-calibrated to your team's needs. If your needs have grown, capacity can be adjusted. If either party chooses to conclude the partnership, 30 days' written notice is required prior to the end of the current term.

Unused retainer hours expire at the end of each monthly billing period and do not roll over.

Your retainer represents reserved capacity — dedicated time set aside for your partnership each month. That reservation has value regardless of how many hours are actively used, and it allows me to plan consistently and show up with full attention when you need support.

If a month is trending toward significantly underutilized capacity, I'll flag it proactively so we can adjust priorities before the period closes. If you need more support than your retainer covers in a given month, additional hours may be available at your standard rate — always discussed and agreed upon in advance.

Yes — ClearPath offers a focused suite of project-based engagements designed for teams who need specialist People Ops support in a specific area without committing to ongoing partnership.

Each project is fixed-scope, fixed-fee, and delivered within a clear timeline — so you know exactly what you're getting, what it costs, and when it will be complete. Available projects include:

• People Ops Foundation Audit — a structured compliance and operations assessment with a prioritized action plan

• Leave Program Setup & Compliance Review — a compliant, documented leave framework built for your specific workforce and operating states

• ADA Accommodation Process Build — a legally defensible interactive process framework with templates, manager guidance, and compliance documentation

• Benefits Administration Audit — a structured review of enrollment accuracy, carrier reconciliation, COBRA compliance, and open enrollment practices

These are complete, standalone engagements — not starter packages designed to upsell you into something bigger. If ongoing partnership makes sense after we've worked together, that conversation is always available. But it's never required.

Detailed investment information is included in the ClearPath Project-Based Services & Investment Guide, available upon inquiry.

The discovery call is a structured conversation — not a sales pitch.

We'll talk through your current people operations, where the gaps or pain points are, what your team looks like today, and what kind of support would actually make a difference.

We’ll discuss your current compliance exposure — leave programs, multi-state requirements, benefits administration gaps.

You'll have already reviewed the investment guide before the call, so we can spend the time on what matters: figuring out whether ClearPath is the right fit, and if so, what that looks like.

There's no obligation. If it's not a strong fit, I'll tell you.

Once partnership level and scope are confirmed, onboarding typically begins within 1–3 weeks — depending on my current availability and capacity.

ClearPath intentionally limits the number of active client partnerships to ensure that each one receives consistent, quality attention. If you're ready to move forward, the inquiry form is the right first step.