INDUSTRY FOCUS
Employment counsel for technology, software, SaaS, and AI companies growing under pressure.
Rapid hiring, remote teams, workplace use of AI, confidential information, and growth across states can create employment risk before HR systems are ready.
Employer-side counsel for business leaders. Licensed counsel in Texas, Colorado, North Carolina, and Wyoming.
DESIGNED FOR
Technology and software companies
Technology employers where product, engineering, sales, leadership, and people decisions move quickly.
SaaS and AI companies
Employers addressing rapid hiring, confidential information, workplace AI use, remote work, and new management layers.
Startups and growth-stage businesses
Founder-led and scaling companies adding employees, managers, benefits, locations, or formal HR processes.
SELECTED RECOGNITION AND PROFESSIONAL AFFILIATIONS
*Recognition and affiliations identify professional standing and do not guarantee any result.
BUILT FOR EMPLOYER DECISIONS
Employment support for technology companies whose HR systems have not kept pace with growth.
Treaty Oak advises startups, software companies, SaaS businesses, AI companies, and established technology employers on hiring, policies, remote work, culture, investigations, confidential information, and difficult exits.
HR systems are not scaling with headcount
The company is adding employees and managers faster than it is standardizing hiring, performance, leave, and complaint response.
Leadership relationships complicate workplace decisions
Founder, executive, and employee relationships are making ordinary workplace decisions politically difficult.
AI use and remote work lack clear rules
Employees and managers need clear expectations for workplace AI tools, confidential information, remote supervision, and communication.
Natalie Lynch, Esq.
Treaty Oak Employers’ Law Group
EXPERIENCED COUNSEL. HUMAN JUDGMENT.
Employment counsel for workplace decisions during rapid growth.
Treaty Oak helps technology employers determine whether a workplace issue calls for counseling, documentation, a policy change, mediation, manager guidance, or a formal investigation.
Our clients employ humans™. That is the whole of it, and it is harder than it sounds.
FIRM PHILOSOPHY
WHERE RISK TENDS TO SURFACE
Fast growth changes how workplace decisions need to be made.
Risk increases when hiring, remote supervision, AI use, performance management, and access to confidential information are handled differently across teams or left to informal practice.
Founder and executive conflict
Authority, ownership, reporting lines, and employee loyalties can blur the line between business disputes and workplace issues.
Harassment allegations
Intense communication styles, social overlap, and concentrated power can turn unresolved friction into a serious complaint.
Remote and multi-state hiring
Offers, classifications, benefits, leave, and manager practices may differ across remote teams and work locations.
Sensitive exits
Separating a key employee or leader can affect confidential information, system access, intellectual property, morale, and business continuity.
HOW TREATY OAK HELPS
Employment support for the decisions technology growth creates.
The work can include employment agreements, handbook and policy development, manager counseling, workplace investigations, conflict response, and support for terminations or leadership transitions.
Work group conflict
Counsel for disputes, culture breakdowns, communication failures, and management response.
Workplace investigations
Neutral, documented review of harassment, discrimination, retaliation, and sensitive complaints.
Founder and executive counseling
A clearer employment lens for disputes involving power, reporting lines, and leadership behavior.
Hiring documents and agreements
Offers, employment terms, confidentiality provisions, and role-specific documents that match how the company actually operates.
AI, remote-work, and growth policies
Policies for workplace AI use, remote work, confidential information, conduct, and management practices that scale with headcount and new locations.
Terminations and transition planning
Careful preparation for difficult exits, including documentation, timing, system access, confidential information, messaging, and follow-through.
A USEFUL TIME TO CALL
Call when growth creates a specific workplace decision or complaint.
Early counsel can help leadership address a complaint, formalize a policy, manage remote employees, review AI use, prepare a difficult exit, or determine whether a workplace investigation is needed.
- A founder, executive, or high performer is the subject of repeated complaints.
- A team is working intense hours and conflict is becoming personal.
- The company is hiring rapidly without consistent offers, policies, or manager training.
- Leadership is considering the exit of a key employee or executive.
- An employee has raised harassment, discrimination, retaliation, or benefits concerns.
QUESTIONS EMPLOYERS ASK
Before you schedule a conversation
Do you advise only startups?
No. Treaty Oak advises startups, software and SaaS companies, AI companies, growth-stage businesses, and established technology employers. The scope is matched to the workplace decision and the company’s existing HR resources.
Can you help with workplace AI use and confidential information?
Yes. Treaty Oak can help employers establish employment policies and manager expectations for workplace AI tools, confidential information, and related employee conduct. Product, privacy, or intellectual-property questions may require coordination with other counsel.
Can the firm investigate a founder or senior executive?
Yes. Outside neutrality can be especially important when the subject of a complaint has organizational power or close relationships with decision-makers.
Can you advise remote and multi-state technology teams?
Yes. Treaty Oak can advise in Texas, Colorado, North Carolina, and Wyoming and can help identify when other-state counsel is needed. Work locations should be reviewed before applying a single policy or process across remote teams.
EMPLOYER-SIDE CONSULTATION
Get employer-side counsel for a technology workplace issue.
Tell us which employer is involved, who is involved, where employees work, and whether the immediate issue concerns hiring, remote work, AI use, confidential information, a complaint, an investigation, or a termination.
- Treaty Oak represents employers and organizational decision-makers; the firm does not represent employees.
- Include the names of the organization and people involved so the firm can check conflicts.
- Share only a concise description; substantive legal advice begins after engagement.
Request a focused consultation
For employer and organization decision-makers. Treaty Oak represents employers and does not represent employees.
Provide the organization, the names of the people or entities involved, relevant work locations, and a concise description so the firm can check conflicts and determine fit.
Submitting this form does not create an attorney-client relationship. Names are requested for conflict review; do not include confidential or privileged details in the description.