Market and talent mapping
Who holds the capability you need, where they sit, what they cost and how they move. Used for hiring plans, competitor intelligence and board papers.
What it is
Advisory work for businesses that keep hiring into the same problem.
If three appointments in a row have underperformed, the issue is rarely the candidates. It is usually the definition of the role, the shape of the team, the assessment process or the story being taken to market.
We work with founders, boards, HR leaders and investors to make hiring a repeatable capability rather than a series of urgent reactions.
Engagements
Six pieces of work we are asked for most.
Organisation design
Structure, spans, decision rights and role definition for the next stage of growth rather than the last one.
Assessment frameworks
Scorecards, interview structures and reference protocols so decisions rest on evidence rather than the loudest opinion in the room.
Reward benchmarking
Salary, bonus and equity comparators for specific roles and markets, so offers land first time.
Embedded hiring capability
Our team works inside yours for a defined period, building process, pipeline and internal skill as well as filling roles.
Talent function review
An honest read on your internal recruitment capability, systems and cost per hire, with a plan to close the gaps.
Outputs
What lands on the table.
Advisory work only counts if someone can act on it the next morning.
- 01
A written position
Clear recommendations with the reasoning visible, not a deck of options with no view.
- 02
Board ready material
Papers and summaries written for the people who have to approve the spend.
- 03
Tools your team keeps
Scorecards, briefs, interview guides and benchmarks that stay useful after we leave.
Hiring keeps costing more than it should?
A short diagnostic conversation usually identifies where the leak is. There is no obligation to run a project afterwards.