FRACTIONAL PEOPLE LEADER & CONSULTANT
The people work you keep meaning to get to
Because the setup that got you here won't carry the next stage of growth.
I'm Beccy. I step in as a fractional VP of People for early-stage and scaling businesses, working directly with founders — usually once hiring, comp, performance and the everyday people questions have started landing on your desk weekly. I build the systems that answer them, so they stop landing there.
Beccy Ingram
VP People · Fractional
How I help
None of this arrives as a people problem. It arrives as a missed hire, a slow quarter, and your calendar filling with questions you never expected to be answering. If that sounds familiar, the cracks are showing — and left alone it turns into HR debt: time and energy pulled away from the actual mission.
Five signs it's already happening
- —You're finding good candidates but losing them at offer stage
- —Your best people are leaving because they can't see what's next for them
- —Managers are fielding comp, development and expectations questions that a clear framework would answer for them
- —Onboarding is slow, and new starters spend their first weeks on the back foot
- —Poor performers are sitting in seats that matter, and no one's sure how to address it
01
Foundations
Hire well, get people up to speed quickly, and set up the essentials so everything runs smoothly.
- —A hiring process you can repeat instead of starting from scratch each time
- —Onboarding that gets people contributing in weeks, not months
- —Clear expectations and ways of communicating across the team
- —Team structure and hiring plans that fit where you're heading next
- —HR policies, systems and AI tools that take admin off your plate
02
Compensation & Benefits
Pay people fairly, explain it with confidence, and stop negotiating every offer from scratch.
- —A pay philosophy you can stand behind
- —Levels and salary bands built on real benchmark data
- —An equity story your team actually understands
- —Benefits that fit your team and your budget
03
Culture & Connection
Build a culture you chose on purpose, and keep people connected as you grow.
- —Values that show up in how people behave
- —Rituals and time together that work, whether you're remote or in person
- —Listening to your team and acting on what you hear
04
Performance & Growth
Build a high-performing team with managers who know how to get people there.
- —A clear bar for what great looks like at every level
- —Career paths so people can see where they're heading
- —Managers who can coach, give honest feedback and handle hard conversations
- —Feedback that happens all year, not once a year
- —Fair, calibrated decisions on progression, reward and exits
I can help build the systems, not just advise on them.
What I've delivered
All of it built from the inside, with the teams, as the first people leader in the building, working directly with the founder.
Scaling the team
Scaled teams twice, as the Head of People
200 → 600 · 18 → 80
Two companies at two different inflection points, both with me as the senior people person in the room: through 200 to 600 at Babylon, 18 to 80 at Dune. Same job each time — make the organisation capable of the growth plan you've just committed to.
Built a hiring engine that could keep up with the plan
75+ hires a month
At Babylon I ran a talent team of 25 shipping 75+ hires a month — the process, the bar and the reporting that make a headcount plan a realised goal.
Compensation & career paths
Turned comp from a detractor into a promoter
68 → 81
A compensation philosophy people can actually understand: real levels, salary bands, a review cycle that runs smoothly. Comp & Benefits went from the lowest-scoring engagement area into the top five — and the same ladder gives your best people somewhere to go without changing companies.
Offers made fast, and accepted
100% acceptance
A solid compensation philosophy, clear expectations and knowing what you are actually looking for means you can ship compelling offers in hours, not days. Offer acceptance stayed at 100% for long stretches.
AI-first people function
AI-first people workflows that made a difference
Automated onboarding = 50% fewer emails
An AI onboarding assistant connected to Notion that cut onboarding email traffic in half, an AI copilot that helps managers give feedback in the moment, and the move to an AI-native HR stack.
Made AI adoption expected and measured, not just encouraged
4 level fluency framework, added to perf reviews
I built a four-level AI fluency framework and put it into performance reviews, so using AI well is assessed like any other competency. The bar was explicit: engineers stop coding by hand by default. And the culture to carry it — regular 'AI at Dune' sessions, outside speakers, a dedicated channel, visible praise for the people going all in.
Culture, performance & belonging
Ran engagement as a feedback loop, not a poster
Engagement in the top percentile
A data-led approach that turns into action: core engagement 96, psychological safety 98, DEIB 98. Scores stay high when the survey leads to something people can see.
More than doubled female representation in a male-dominated sector
10% → 25%
Moved through hiring and promotion, not a policy deck — with DEIB engagement holding high the whole way.
Changed the culture from avoiding underperformance to managing it
the bottom 10%
Identifying the bottom 10% and putting a real plan behind each person, with the hard conversations had fairly and consistently — and yes, sometimes people let go, with compassion and dignity. Managers stopped dreading it, because there was a system to run.
Designed a global offsite model from scratch
20 countries · ~100 people
From the first small team gatherings to a structured, scalable model for a ~100-person company across about 20 countries — without burning the budget or losing the purpose. Offsite ROI is alignment × connection × momentum: coordination friction down, shared context up, trust up.
Every one of these started as a founder's problem, not a project brief. The same seat I'd take with you.
In a founder's words
"Beccy is an incredible people leader. Professional, empathetic and a true culture carrier. She put in place processes, structure and team appropriate to Dune's stage and became a trusted part of the leadership team quickly."
A bit about me
I'm Beccy, based in London. Twenty years in early-stage and scaling tech companies, partnering directly with founders. Ops Manager turned Chief of Staff turned People Leader — always people-focused, always in the startup and scale-up world. Healthtech, Web3, data infrastructure.
I joined Babylon Health as employee number ten and left when the company was at 2,000 people. That's where I learned what blitzscaling actually takes, and how important it is to get solid foundations in early. I understood quickly how to deliver and be effective in startup/scale-up chaos and ill happily share those war stories!
Dune is where I got to put all that experience into practice. I joined early as VP People and built the function from scratch in a remote-first company spread across 20+ countries. The meaty challenge was connection and how you drive engagement and performance when your team is never in the same room. I loved getting my teeth into that.
What I believe
- There's a solution for everything — you sometimes just need to look at the problem differently.
- Being a startup and scale-up generalist is a specialty in its own right. I learned that a while ago, and I lean into it now.
- I try to lead with low ego and show vulnerability. Cultures that embrace everyone's whole self get the best from people.
- In startup world, 80% and shipped beats 100% and stuck. Perfect is a trap, not a standard.
How to work together
Three ways in, depending on what you need.
01
Advisory Retainer
A regular check-in, or a deep dive. A sounding board for whatever's come up — plus a way to reach me in between.
Good fit if
People questions or issues are landing on your desk weekly. You want senior perspective on call for these issues and perhaps advice on how to reduce / remove the re-occuring issues.
02
Projects
Either a full People Sprint — people infrastructure from hiring through to performance and development — or something scoped to one specific problem, compensation for example. We agree the scope together.
Good fit if
There's one thing you know needs fixing — comp, hiring, performance — or a growth stage ahead that needs foundations built properly, once. Perhaps you have an in-house People team or leader, but would benefit from someone who has 'been there, done that' to bolster the teams ability to build.
03
Fractional People Partner
Embedded and hands-on, one to three days a week. I work alongside you and your team on hiring, manager coaching, performance, comp. Not legal advice, payroll or talent sourcing.
Good fit if
You're scaling fast and need a senior people leader in the building now — without the cost and commitment of a full-time VP People hire.
We can chat through what works best together. Book thirty minutes here
LET'S CHAT
Let's talk about your business & people.
A working conversation about what's actually breaking or what's ahead — and whether I'm the right pair of hands for it.