On air · 1 of 3 networks
HR Kickstart
- hrkickstart.com
- HR & Recruiting
- US
- 6 employees
HR Kickstart’s ads on LinkedIn, Meta and Google, recorded by adsrunning. Browse the latest here for free. Sign up free to see all 43. Watch HR Kickstart with Starter to get each new one in your feed.
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| Network | Status | Live ads | Nov 2025LinkedIn activity · 52 weeksOct 2026 | Checked | Next step |
|---|---|---|---|---|---|
| Running | 43 | Checked 29 Oct 2026 | See all 43 ads → | ||
| Meta | Not checked | — | |||
| Not checked | — |
In short
HR Kickstart has 43 live LinkedIn ads.
LinkedIn creative
Latest ads
- LINKEDIN · MESSAGERecorded 23 Sept 2026
Wanted to reach out because we created this resource together for leaders who feel like they give the same feedback to their teams over and over and nothing changes. These scripts offer some clear language to help you reset expectations and see better follow-through.
- LINKEDIN · MESSAGERecorded 23 Sept 2026
Wanted to reach out because we put this resource together for leaders who feel like they give the same feedback to their teams over and over and nothing changes. Many of our clients tell us that giving feedback starts to seem like a waste of time. These scripts offer some clear language to help you reset expectations and increase the chances of real improvement.
- LINKEDIN · IMAGERecorded 23 Sept 2026
Don't avoid tough performance conversations until it’s too late. Use these plug and play scripts to reset expectations fast
- Text-onlyStartup HR leaders, are you wearing all the hats across the people function? In fast-growth startups, it happens all the time. You’re expected to design programs that move the business forward while also keeping payroll accurate, navigating compliance updates, and managing employee relations. You need to be highly strategic AND get the day-to-day ops stuff done. And it all needed to get done yesterday. It feels like everything is urgent, 100% of the time. You'd love to hire more people, but maybe budgets are tight or approvals for more headcount are dragging on. Or, adding another full-time role right now feels risky when priorities can change from quarter to quarter. Here’s what we’ve seen across the dozens of startups we've supported: - HR leaders scrambling to keep it all covered when a key teammate leaves. - Big projects like PEO transitions, expanding to a new country, or benefit plan changes create more pressing time demands than anyone expected. - The 'yo-yo' cycle of fast hiring, followed by freezes or cuts next quarter. - Complex situations like reductions in force landing on an already overloaded people team. Fractional HR ops support can be a lifesaver in moments like these. It gives you immediate backup, implementation support, and the flexibility to scale up or down as the business shifts. At HR Kickstart, this is exactly the role we play for Heads of People and HR leaders who need strong and immediate execution when hiring full-time is not an option, or is not fast enough. It's a big reason why Heads of People are our largest source of client engagements and referrals. If any of this sounds familiar, DM me. I’ll share how other People leaders are making fractional HR part of their playbook.LINKEDIN · TEXT-ONLYRecorded 23 Sept 2026
- Text-onlyEver feel like HR ops is eating your calendar alive? One minute you’re building a financial model, closing a big client deal, or rolling out a new performance framework. The next you’re knee-deep in payroll errors, compliance headaches, or a sensitive employee issue that has to be handled right now. HR ops is essential to running a business. But when it sits on the desk of a founder, COO, CFO, or a Head of People without enough support, everything slows down and important things get missed. Yet for many startups, adding another full-time HR position is not always possible. Budgets are tight, and the needs can change quarter to quarter (or even week to week!) One possible solution? Bring in a fractional team like we've built at HR Kickstart. Here’s what we've seen most often after supporting dozens of VC backed and bootstrapped startups: - The head of HR leaves unexpectedly and the team scrambles to fill the gap. - A major project like a PEO rollout creates complexity no one planned for. - Leaders are juggling aggressive hiring goals in one quarter, then needing to stabilize and reset the next. - Sensitive moments like reductions in force need to be managed with structure and care, and the team is just too overwhelmed to handle it well These scenarios are exactly why we built HR Kickstart. We step in quickly, handle the HR ops that eat up the calendar, and can easily flex as your needs change. We can also provide immediate strategic and advisory guidance to go along with the ops support. Many times our clients tell us they don't know what they don't know, and they lean on us to help them make critical decisions when the stakes are super high. For startup leaders, it means more time to focus on growth. For CPOs, CHROs, and heads of HR, it means having the implementation horsepower you’ve been missing without the risk or ramp up time of another full-time hire. Speed matters. One of my favorite client moments happened when the COO asked if a 3 week lead time was realistic to have the kickoff meeting for our project, and suggested we put the meeting on the calendar for next month. My response? "Is there a reason you wouldn't want to start tomorrow? I can have my team in place immediately." "You can do that?" He said. Yes we can. This is what we are built for. Sure we will take some time to assess your needs and think strategically, but we can do that WHILE starting the work and getting things moving for you. If any of this sounds familiar, send me a DM. I’m happy to share how other startup leaders and People teams are utilizing fractional HR to keep their HR ops moving.LINKEDIN · TEXT-ONLYRecorded 23 Sept 2026
- Text-onlyYour best friend, the Head of Ops, was perfect at 12 employees. Now you have 72. They were loyal, scrappy, and deeply invested. They helped build the foundation of your company, often doing three jobs at once without complaining. Now, at 72 employees, the challenges are more complex. The stakes are higher, and the role has outgrown what it once was. This is one of the hardest parts of scaling a company. In the early stages, it’s common to hire close friends or people from your trusted circle. It works well during the build phase. But as the business scales, the needs of the company can shift faster than early team members are able or willing to grow. Sometimes that early teammate grows with the company. Sometimes they don’t. When they don’t, it puts you in a painful position. You feel torn between loyalty to the person and responsibility to the business. In my experience working with founders and their leadership teams, here’s what helps: 1. Have the conversation before things start to break down. Silence doesn’t protect the relationship. It just adds pressure to it. 2. Be honest about what the company needs today. What worked six months ago may no longer apply. 3. Explore alternative roles or transitions with respect and clarity. Not everyone needs to stay in the same seat to remain a part of the journey. You can lead with compassion and still make hard decisions. The key is not waiting too long to face them.LINKEDIN · TEXT-ONLYRecorded 23 Sept 2026
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