01
Operator-led
The work is done by people who have run talent functions inside companies, not consultants who only diagram them.
Services / Talent Strategy
When the problem ismore than tactical.
For when you do not need another search firm. You need a talent operating model. Org design, workforce standards, and the leadership scaffolding behind a fifty-to-two-hundred scale.
Why this exists
Some hiring problemsaren't search problems.
You do not have a sourcing problem. You have ten of them, all at once, with no shared playbook. Or you are scaling fifty to two hundred and the org chart cannot carry it. Or the PE thesis hinges on a workforce standard that does not exist yet.
That is not what a search firm fixes. That is where strategy work starts.
02
Built to ship
Strategy that does not just diagnose. Every engagement ends with the org standing up the standard, not a deck on a shared drive.
03
Tied to outcomes
Workforce KPIs your board recognizes — retention, ramp, span of control, comp ratio. The frame and the proof, in one engagement.
The model
Diagnose, design,execute, sustain.
One engagement spans the full arc. The handoff happens at the org's pace, not ours.
- 01
Diagnose
Where the org actually breaks under scale. Org structure, span of control, retention risk, compensation benchmarks, hiring bar drift.
- 02
Design
The operating model: roles, scorecards, reporting, hiring standards. Tied to the milestones you've committed to your board.
- 03
Execute
Stand up the searches, train the in-house team, install the dashboard. Move from doc to function inside one engagement.
- 04
Sustain
Quarterly reviews of the workforce KPIs. Retention, ramp, hiring quality, measured and reported back to leadership.
Where this fits
Engagement profilesthat work.
A
Series B, 50 to 200
The headcount jump that breaks the org. We design the org chart, the rubric, and the hiring infrastructure to get there without the wheels coming off.
B
PE workforce standards
Sponsor-backed platforms that need standardized workforce practices across roll-ups, multi-state operations, or platform integrations.
C
TA infrastructure stand-up
Companies hiring fifty-plus roles a year with no functioning in-house TA. We build it, run it, and hand it off.
Add-on / AI Enablement
AI appliedwhere it earns its place.
Twelve years of recruiting methodology applied across hundreds of digital health searches. The fundamentals work first. The AI layer accelerates the parts of the function that already deliver — one recruiter doing the work of three.
Every install is diagnosed and designed for your function. No out-of-the-box environment, no template solution, no tooling we have not battle-tested ourselves or validated through an operator network we trust.
The conversation beginsupstream of the role.
The first calls that matter are strategic. They surface what the business needs to accomplish over the next four quarters and where the talent question actually sits. Fifteen minutes is enough to start. We come prepared.