Service
HR Consulting
Advisory work for teams that want to fix hiring itself, not just take another role to market. Hiring plans, interview process design, compensation benchmarking, recruitment analytics and vendor management — delivered as time-boxed engagements with named deliverables.
What's included
What you actually get
Hiring plan design
A quarterly or annual hiring plan built off the business plan — roles, timing, compensation ranges, sequencing and named accountable owners for each seat.
Interview process design
A written interview process per role family: stages, scoring rubrics, interviewer training and calibration cadence. Deliverable is a working process, not a slide deck.
Compensation benchmarking
Data-backed compensation bands for the roles you are hiring and the ones you are retaining. Refreshed on a documented cadence so ranges do not drift.
Recruitment analytics
Basic funnel, time-to-hire, source-of-hire and offer-acceptance dashboards wired into your ATS. What gets measured actually improves.
Vendor and agency management
Selection, briefing, performance measurement and consolidation of the recruitment partners you already work with — because the average scale-up has too many.
Who it's for
You will recognise yourself in one of these
If none of them describe you, this probably is not the service you need — and we would rather say so on the first call.
Scale-ups with hiring plans and no head of talent
You have a plan for 40 hires this year and one part-time recruiter running everything. You want the plan pressure-tested and the process built before the hiring starts.
Teams overpaying for outcomes
The recruitment agency spend is too high, the average time-to-hire is too long and nobody can point to which channel actually works. You want the numbers surfaced.
In-house talent teams needing a partner
You have a capable talent function but a specific weakness — assessment design, compensation, analytics — and need a partner to fill it rather than a full-time hire.
Our process
How we deliver hr consulting
- 01
Diagnostic
Two-week diagnostic: interviews with hiring managers, review of the current process and metrics, and a written summary of what is working, what is not and what the ROI on fixing each looks like.
- 02
Scoped engagement
One or two focused workstreams — hiring plan, process redesign, compensation, analytics — with named deliverables, a timeline and a fixed fee.
- 03
Delivery
Working sessions with your team through the engagement, not slide-review meetings. Deliverables land as documents and running processes, not PDFs.
- 04
Handover and measurement
A written handover document and a follow-up 30 and 90 days after delivery to measure whether the changes moved the metric they were supposed to move.
Why us
What makes this different
Specific to this service, not the usual agency boilerplate.
Deliverables you can operate
Every engagement lands as a running process — an interview kit your interviewers use, a comp framework your comp committee approves — not a slide deck that goes in a folder.
Priced by scope, not by hour
Fixed-fee engagements against named deliverables. No day-rate creep, no scope drift.
Refreshed on a cadence
Compensation benchmarks and hiring plans age. We run the refresh cycles as an annual or biannual engagement so you do not have to remember to schedule them.
Independent of the search work
Consulting engagements are priced and scoped separately from search work. If we recommend you hire less, we mean it — even when it means less search work for us.
Next step
Ready to get started with HR Consulting?
A 30-minute call, no pitch deck. We will tell you what this would cost, how long it would take, and whether it is the right service for the problem you described.