Green Key Resources
Staffing and recruitment. 235 internal employees plus roughly 900 placed temps. New York.
It began as coverage during an HR leadership gap and became a long-term engagement. What the company actually needed was infrastructure: hiring practices that were consistent, compliance that held up to federal, state, and industry requirements, and managers who knew what to do without escalating.
An accommodation request had been raised and deferred for three years. It surfaced in a leadership meeting. Within 24 hours there was a policy, the documentation, updated medical requirements, and a process guide.
The offer letters were rewritten to establish the company as a metrics-based organization, so expectations were set on day one rather than argued about later. Roles, responsibilities, and paths to promotion followed — the sequence that makes performance management fair to the employee and defensible for the company.
“It would be great if you had something on this.”
“You mean like this?”
“We expected HR support. What we didn’t expect was a partner who could confidently challenge our assumptions and push back when necessary.”
“Rosey is essentially your on-demand HR executive — someone with the experience of a senior HR leader, but without the cost or commitment of hiring one full-time. Most founders think HR is just payroll and onboarding. Rosey shows you how much more there is.”
— Dave, COO, Green Key Resources
A hospitality group in Washington DC
Hospitality and nightlife. Seasonal workforce. Washington DC.
They arrived mid-crisis, with a fine already on the table and no formal people processes behind it.
Within weeks, onboarding, offboarding, E-Verify, and I-9 documentation had been rebuilt from the ground up. They walked into their audit prepared rather than hoping.