Selected work

Mandates, and how they were actually run.

What the work looks like in practice — the brief, the method, and what changed. Structurally true to how the engagements ran.

Representative mandate profiles. Client identities are withheld and details are generalised to protect confidentiality.

Executive SearchPrivate Equity & PortfolioA Chief People Officer for a carve-out with nine months of runwayA sponsor-backed software business was separating from its parent. The people function had no executive leader, the transition services agreement was expiring, and the board needed someone who had run a carve-out before rather than someone who had read about one.
Weeks from calibration to signed offer
9Weeks from calibration to signed offer
Candidates on the final shortlist
4Candidates on the final shortlist
Day onboarding plan agreed pre-start
100Day onboarding plan agreed pre-start
United States · 9 weeks to offerTalent ManagementIndustrial & ManufacturingResetting governance at a global capability center that outgrew its mandateA manufacturer's capability centre had tripled in headcount in three years while its decision rights stayed where they were on day one. Headquarters kept escalating routine work back to itself, and the centre's best leaders were leaving for roles with real ownership.
Process areas moved to centre ownership
3Process areas moved to centre ownership
Weeks from diagnostic to adopted model
14Weeks from diagnostic to adopted model
Senior local leadership appointments
2Senior local leadership appointments
North America and India · 14 weeksPeople AnalyticsHealthcare & Life SciencesTurning fragmented workforce data into a board-level retention viewA distributed care provider had three HR systems, an annual engagement survey nobody acted on, and a board asking why clinical attrition kept rising. The people team could produce reports but could not produce an answer.
HR systems reconciled into one view
3HR systems reconciled into one view
Executive decisions the model was built to serve
6Executive decisions the model was built to serve
Page board narrative replacing the reporting pack
1Page board narrative replacing the reporting pack
United States and Canada · 11 weeksTalent ManagementTechnology & SoftwareA fractional CHRO through a Series C scale-upA company had grown from 90 to 340 people in eighteen months with a people team built for the earlier number. The founders knew they needed executive HR judgment but were not ready to commit to a permanent CHRO at that stage.
Headcount supported at handover
340Headcount supported at handover
Months of interim leadership
7Months of interim leadership
Days per week engagement model
2Days per week engagement model
United States · 7 monthsLeadership Assessment & CoachingIndustrial & ManufacturingSuccession evidence for a family-owned group facing a generational handoverA family-owned group needed to decide which of its senior leaders — family and non-family — were genuinely ready for enterprise roles. Long tenure was being read as readiness, and the board had no evidence base for a decision that would define the next decade.
Weeks from design to board read-out
16Weeks from design to board read-out
Readiness tiers replacing tenure as the signal
3Readiness tiers replacing tenure as the signal
Enterprise appointments made on the evidence
2Enterprise appointments made on the evidence
United States · 16 weeks

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