{"id":11178,"date":"2025-10-27T23:44:36","date_gmt":"2025-10-27T22:44:36","guid":{"rendered":"https:\/\/www.edl-consulting.com\/?p=11178"},"modified":"2025-12-01T11:02:47","modified_gmt":"2025-12-01T10:02:47","slug":"hr-in-growth","status":"publish","type":"post","link":"https:\/\/www.edl-consulting.com\/en\/hr-in-growth\/","title":{"rendered":"HR in growth: How companies can set up structures, processes, and tools correctly"},"content":{"rendered":"

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Growth is always an exciting phase for companies: new markets, new colleagues, greater visibility. At the same time, however, it also presents enormous challenges\u2014especially in the area of human resources. Where yesterday a small team could get by with Excel lists, today reliable processes, clear responsibilities, and a modern HR infrastructure are needed.<\/p>\n

At Edl Consulting, we have been supporting companies in this transformation phase for years \u2013 from start-ups and scale-ups to medium-sized businesses. Experience shows that without timely investment in culture, processes, and systems, HR quickly becomes a bottleneck. In this article, we summarize what really matters \u2013 and why HR today must no longer be just administration, but a strategic success factor.<\/p>\n

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Culture & Participation: The Underestimated Success Factor<\/strong><\/p>\n

A common pattern during periods of growth: recruiting pressure increases, decisions must be made quickly, and cultural fit often takes a back seat. But in the long term, it is precisely this factor that determines whether teams work well together.<\/p>\n

\u201cI think it’s extremely important to figure out early on who we want culturally, i.e., cultural fit interviews, which some companies conduct. It’s also important to consider who should be involved in the recruiting process, so that colleagues can get to know their new colleagues over coffee or lunch before we offer them a contract.\u201d \u2013 Alexandra Edl<\/em><\/p>\n

Our recommendation: Define criteria for cultural fit together, actively involve employees, and ensure transparent, participatory processes. A brief introduction in everyday life can provide more insight than a formal interview. Especially in shift-based businesses or international teams, this not only strengthens acceptance but also cohesion.<\/p>\n

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Speed vs. standardization: Start-ups and corporations compared<\/strong><\/p>\n

Alexandra Edl brings a rare dual perspective to the table: years spent working for a corporation (Allianz), followed by development work at a scale-up (eGym). The differences are striking:<\/p>\n