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World class organizations trust us.

Strategy is just words on paper without the plans, deliverables and measurements you need to make it actually work.

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Frequently Expressed Pain Point

“Recruitment can't keep up with hiring needs.”

“Are we funding the right talent initiatives?”

“Our HR strategy hasn’t evolved with our business.”

"We get so many requests for recruiting reports and they take so much time to create. How do we keep up?”

“We need to revamp the way we report on HR activities and outcomes. We send out too many reports and nothing happens with any of it.”

“What’s the right HR operating model for our organization?”

“We’ve got to stop the noise about Talent Acquisition.”

“We needed to dramatically improve the speed and quality of hiring, but talent acquisition is an area in which I have limited experience."

“Our new recruiting leader needs an onboarding plan and a roadmap for success.”

How We Fix It
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Most Recent Blog Posts:

Talent Acquisition Org Design Best Practices

What’s the best way for recruiting teams to think about tackling hiring requisitions? First in, first out – like milk? Nah, I don’t think so; but surprisingly, many succumb to this approach in the face of hiring manager pressure and the absence of business-based prioritization.

Leadership and the Knowledge Worker

More than 80% of the share price (market value) of the average company today is created by its…

Using Intellectual Capital to Valuate Companies: Algorithm in Action

In today’s knowledge economy, Intellectual Capital (IC) is driving the market value of most…

Measuring Quality of Hire: How to Handle Common Challenges

No one would argue that the talent a company employs play in a crucial role in achieving…