Full talent buildout for a professional services firm entering a new phase of growth and organizational maturity

The challenge

• Strong culture but nascent talent infrastructure — ad hoc org design, reactive recruiting, lack of clear career pathing or investment in growth
• Critical, niche roles going unfilled for months — lack of strategic sourcing or approach to recruiting
• Long-tenured leaders approaching retirement with little knowledge transfer underway; a highly siloed organization where institutional knowledge lived with individuals
• Leadership bandwidth stretched thin; President involved in too many decisions with no scalable delegation model
• Compensation below market, role clarity gaps, no succession plan for critical roles

Our approach

• Talent diagnostic across full lifecycle: what was working, what was blocking growth, low hanging fruit
• Built the first Talent Team and designed a scalable people strategy, including tools and processes
• Filled hard-to-fill roles, built pipelines where none existed, honed employee value proposition
• Coached executives and key leaders focused on knowledge transfer and cross-functional collaboration
• Prioritized quick wins (Town Halls, recruiting process, onboarding) while building longer-horizon systems
• Advised on succession planning for critical roles and org design to support the next phase

Results

• Performance evaluation framework and compensation advisory
• Succession planning for critical roles
• Onboarding process design