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    Leadership & talent planning

    Make sure the right people are in the roles that matter most.

    An objective look at the leadership team and critical roles against what the strategy requires, followed by succession plans, hiring priorities, development plans and retention actions for the people the business can't afford to lose.

    Talk to us about this See what you get

    WHEN COMPANIES CALL US

    You may need this if…

    • The business depends on a few people, and there is no plan if they leave.
    • The leadership team that got you here may not be the one that gets you to the next stage.
    • Key hires take months, and some don't work out.
    • Succession for the owner or CEO hasn't been discussed openly.

    WHAT YOU GET

    Outputs your team keeps and uses.

    01

    Critical roles map

    The roles that matter most for the strategy and what each requires.

    02

    Leadership assessment

    How the current team matches those requirements, with strengths and gaps.

    03

    Succession plans

    Successors and readiness for each critical role, including the CEO or owner.

    04

    Hiring plan

    The priority hires, role profiles and how to find and assess candidates.

    05

    Retention actions

    Specific actions to keep the people the business can't afford to lose.

    HOW IT WORKS

    The work, step by step.

    1. 1
      Weeks 1–3

      Define

      Translate the strategy into critical roles and capabilities.

    2. 2
      Weeks 3–7

      Assess

      Assess the leadership team and key talent through interviews, data and references.

    3. 3
      Weeks 7–10

      Plan

      Build succession, hiring, development and retention plans with the CEO and HR.

    QUESTIONS THIS ANSWERS

    • Which roles matter most for our strategy?
    • Do we have the right people in them?
    • Who would step in if a key leader left tomorrow?
    • Who should we hire next, and how do we get it right?

    HOW WE MEASURE IT

    • Critical roles with a ready successor
    • Time to fill key roles
    • Regretted turnover
    • New-hire success after one year

    RUN THE NUMBERS FIRST

    Free calculators for this decision.

    Each one runs in your browser with your own numbers. Nothing is sent to us unless you choose to share it.
    Employee turnover preventionWhat would a measurable retention improvement save?Open calculator Time-to-fill vacancy impactWould faster recruiting justify the extra spend?Open calculator Reskill versus external hireShould you develop the capability internally or recruit it?Open calculator

    WHERE THIS COMES UP MOST

    Industries where this work matters.

    Engineering servicesPhysician groupsMachinery & equipmentEnterprise softwareRestaurants & hospitalityAll 100 industries

    COMMON QUESTIONS

    Before you get in touch.

    No. We define the roles and plan the hiring; search firms can run the searches, and we help assess the candidates.

    START A CONVERSATION

    Tell us where you are and what needs to change.

    A senior member of the team will reply within one business day to talk through scope, timing and whether this is the right starting point.
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