Talent Strategy
Your hiring challenges aren't tactical. They're strategic.
We design and implement workforce strategies that align talent operations with business objectives — from organizational planning through execution and onboarding.
What Talent Strategy Means
This isn't recruiting. It's the strategic layer above it. We work with leadership teams to analyze, plan, and restructure how your organization thinks about talent — then we execute. End to end.
Most companies treat hiring as a reaction to open headcount. We treat it as an operating system. When you understand labor economics, workforce composition, and organizational design, you stop filling roles and start building capability.
How We Work
Diagnose
We audit your current workforce: headcount, structure, utilization, cost. We identify gaps between where you are and where your business plan needs you to be.
Design
We build the workforce model: staffing standards, scheduling frameworks, role architecture, and compensation benchmarking. Multiple scenarios for different growth or operational states.
Execute
We implement the plan: source, recruit, and place the talent your model requires. Not job descriptions handed to recruiters — fully managed talent acquisition aligned to the strategy.
Sustain
We set up onboarding systems, retention frameworks, and internal capability so your team can maintain the standard without us.
What This Looks Like in Practice
Talent Acquisition Infrastructure
A PE-backed healthcare platform needs to hire 200+ people across 8 locations in 12 months but has no recruiting function. We work with leadership to build the entire talent acquisition operation: employer brand, sourcing strategy, interview process, offer frameworks, and ATS configuration — then our recruiting teams run it side-by-side until internal recruiters are trained.
Workforce Planning & Labor Standards
A multi-site organization is growing fast but operating without staffing models or labor benchmarks. We analyze the current workforce — headcount, utilization, scheduling gaps — model scenarios for peak demand, seasonal fluctuations, and call-offs, then deliver staffing standards leadership can actually use to plan and budget.
Organizational Design for Scale
A Series B company is growing from 40 to 150 people and needs to move from a flat org into functional departments without losing what makes the culture work. We design the org structure, define the roles, set compensation bands, and place the department heads who build their own teams from there.
Who This Is For
Operations Leaders
You need workforce analysis and staffing standards that actually work in the real world — not theoretical models.
Executive Teams Planning Growth
Major restructuring or 100%+ headcount growth. You need talent strategy integrated into your business plan from day one.
PE Portfolio Companies
Standardizing talent operations across multiple holdings. You need systems that scale without losing rigor.
Organizations That Need Both Strategy AND Execution
You don't want a deck that gathers dust. You want a partner who designs it and makes it real.
The Results
From analysis to placement in one engagement
Workforce plans that account for variability
Recruiting tied directly to strategy
Your team can sustain the system
Ready to treat talent as strategy?
Schedule a conversation about your workforce planning needs.
Schedule a conversation