Entering a rapid period of growth, this organisation faced added complexities around talent and company culture. We were tasked with improving employee engagement and retention.
- Partnered with managers to embed core values in day-to-day leadership
- Introduced a structured performance review framework
- Led an organisation-wide staff engagement survey and wellbeing programs
- Established a wellbeing champion team to provide visible support for employee health and morale
With core values embedded into management practices and company culture, a positive work environment was fostered. Redesigned HR policies and employee engagement initiatives successfully reduced turnover by 10%.

While preparing for an international M&A, this organisation identified challenges in its organisational design. We were tasked with ensuring minimal disruption during this period of change.
- Acted as an advisor on organisational design
- Led the people workstream during M&A due diligence
- Oversaw integration of teams post-acquisition
With advising and people planning conducted early, there was a smooth integration of teams. This ensured minimal disruption and retained key talent post-acquisition.

Growing rapidly from startup to medium-sized enterprise, this organisation lacked a comprehensive People Strategy. We were tasked with developing a new People Strategy that would support the company through further transformation.
- Evaluated current people practices, company goals and organisational structure
- Utilized our People Specialist’s expertise to identify priorities and measurements of success
- Devised roadmaps, policy outcomes and timelines in-line with PE house requirements
- Provided new People Strategy with actionable steps and programmes
With an in-depth and formalised People Strategy, progress was made toward each of the five identified key priorities. This provided the groundwork for the next stage of business growth and ultimately helped with additional investment.

Post-Series A, this organisation needed a finance team that could see the company through growth. We were tasked with hiring candidates who could enhance the business and assist in two further acquisitions in the UK and the USA.
- Identified key candidate attributes and conducted executive search
- Selected interim and full-time candidates
- Determined positions essential to strengthening team
With the combination of executive search and interim, we were able to place three team members suited to lead the team through transformation. This included the new Finance Director and two management accountants.

Lacking key market insight, this organisation had no reference point for competitiveness. We were tasked with conducting benchmarking and creating an insight report with a repeatable framework, ensuring the company remained at the forefront of the market.
- Identified 20 direct competitors for benchmarking
- Used headhunting approach to gather accurate data on salaries and benefits
- Presented Board of Directors with extensive report to inform decision making
With salaries and benefits benchmarked, new policies and recognition programs in place, the organisation’s competitiveness improved. This ultimately resulted in top talent retention, essential to aiding their transformation.

Preparing to increase hiring post-funding, this organisation needed to centralise a core recruitment function. We were tasked with streamlining the processes in-house to enhance efficiency and improve the employer brand.
- Implemented an applicant tracking system to simplify hiring and improve the candidate experience
- Ensured salaries were competitive with market-rate, to attract top talent
With the recruitment process standardised, the hiring process was significantly easier to manage for both the in-house team and candidates. This resulted in measurable reductions in cost and time-to-hire.

Wanting to strengthen commercial sales, this organisation was looking for a specific candidate who could spearhead building their own team. We were tasked with finding a Commercial Sales Director who would be up for the challenge.
- Identified candidates who saw potential in the organisation and wanted to build the team from scratch
- Sourced those with a background in large corporates that could manage existing clients and build a new enterprise pipeline
With the correct framing, the right candidate was attracted and placed. As the Commercial Sales Director, they successfully built out company revenue, resulting in £1m+ EBIT of renewable income.

Case Studies