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Democratizing Fortune 500 Risk Intelligence.
Most mid-sized companies are one bad termination away from a lawsuit. I built the infrastructure to stop that.
From Hyper-Growth to High-Stability
I’m Brad Eddy. I have spent my career operating in the engine rooms of some of the world’s most demanding corporate cultures—Facebook (Meta), DoorDash, HelloFresh, and Realtor.com.
In those environments, Employee Relations isn’t just about "keeping the peace." It is a high-stakes operational function. It’s about protecting valuation, preserving velocity, and ensuring that a company of 50,000 people doesn’t collapse under the weight of its own internal friction.
But when I looked at the market for small and mid-sized businesses (the "messy middle"), I saw a dangerous gap.
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The Gap: Startups and mid-market companies face the exact same legal risks and complex personnel issues as the giants. But they have two bad options:
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Hire expensive outside counsel (Slow, reactive, and $600/hour).
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"Wing it" (High risk, inconsistent, and culturally damaging).
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I founded BHRADLEY to build the third option: Enterprise-grade ER protection, delivered as a scalable subscription.
Why "Productized" ER?
Traditional HR consulting is broken because the incentives are misaligned. Consultants sell time; businesses need outcomes.
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I realized that 90% of Employee Relations work doesn't require a 60-minute Zoom call. It requires deep work, clear strategy, and legally defensible documentation.
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By productizing this expertise, I stripped away the fluff:
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No "Discovery Calls" → Just a streamlined intake form.
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No "Hourly Billing" → Just a predictable flat rate.
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No "It Depends" → Just clear, actionable video briefs.
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This model allows me to give you the same level of attention I gave to VP-level stakeholders at Facebook, but at a fraction of the cost of a full-time executive.
Our Mission & Values
Mission: To engineer the risk out of the "messy middle," giving founders the confidence to make hard people decisions without fear of litigation or cultural fallout.
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Vision: A mid-market business landscape where "Employee Relations" isn't a reactive panic button, but a proactive operational asset that scales as fast as revenue.
Built for the 20 to 150
There is a specific breaking point in every company's growth.
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At 10 employees, you resolve conflict over coffee.
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At 50 employees, you need a handbook.
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At 150 employees, you need a defense strategy.
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BHRADLEY is built specifically for this phase. You are too big to ignore compliance, but too small to hire a Chief People Officer. We plug into your existing team—whether that’s a solo HR Generalist or a Founder wearing ten hats—and provide the "back-office brain" needed to navigate this volatility.
