Labs + Builds

Global Manufacturer

For a global manufacturer, talent acquisition looked busy but not strategic. Work arrived ad hoc, the story was fragmented, and no one owned cadence or measures. We aligned TA and Marketing on one message, created two lightweight playbooks, and installed a two-week rhythm with clear owners and simple metrics. Solution: Strategy/Solve Lab

Technology Services Firm

For a technology services firm, recruiting was inconsistent and tools were fragmented. We validated the strategy, implemented a right-sized ATS, rewrote job content, launched workflows and templates, enabled company-wide sourcing, and mapped 100 competitors to build live pipelines. One consistent process replaced ad hoc steps and agency reliance dropped. Solution: Retainer

Digital Marketing Firm

For a digital marketing firm, hiring stalled without a system or owners. We aligned leadership on goals, drafted the talent narrative, deployed an ATS with stages and dashboards, trained managers on scorecards, launched sourcing playbooks, and guided live requisitions through a two-week operating cadence the team now runs. Solution: Sprint

BPO Services Firm

For a BPO services firm, revenue was at risk with no contractor bench. We defined role families and approvals, spun up a fit-for-purpose ATS lane, built outreach playbooks and pools, trained managers on tight signals, added compliance checkpoints, and hired a coordinator to own the lane after handoff. Solution: Sprint

Workforce Solutions Firm

For a workforce solutions firm in a crowded market, the brand was dated and fragmented and the site had outgrown its architecture. We reset positioning, launched a scalable CMS, stood up a content engine, integrated ATS and social, trained owners, and set a two-week governance rhythm to sustain adoption. Solution: Lab → Sprint → Retainer

Mortgage Consulting Firm

For a mortgage consulting firm, TA leadership was interim and operations were loose. We defined the future model, ran the search for a permanent leader, provided interim coverage, aligned TA and Marketing on one narrative, tuned the ATS and scorecards, and seeded Sales and BD pipelines with clear handoffs. Solution: Sprint → Retainer

Brokerage Firm

For a brokerage firm with essentially no marketing function, we ran a diagnostic, facilitated a rebrand and website sprint, clarified positioning and ICPs, set SEO and content basics, added inbound capture and light ABM, and installed a two-week rhythm with decision rights so the in-house team could scale responsibly. Solution: Lab → Sprint → Retainer

Healthcare Firm

For a healthcare firm launching quickly, we guided brand and site, set up templates and SOPs, defined TA fundamentals with scorecards and interview loops, advised on portal, CRM, and automation, and established a simple cadence. The team shifted from setup to patient acquisition with compliant, repeatable hiring. Solution: Lab → Retainer

Life Sciences Firm

For a life sciences firm, execution was fragmented and “fit” unclear. We ran discovery to define fit and scorecards, aligned values and operating principles, refreshed careers content and playbooks, advised on service delivery, and guided a priority leadership search to stabilize capacity and speed. Solution: Lab → Sprint

Marketing Technology Firm

For a marketing technology firm, we stood up a full hiring engine in weeks. We defined fit and personas, built EVP and careers content, configured an ATS with stages and dashboards, trained managers, and began weekly pipelines. Managers gained signal and time to first hire improved. Solution: Sprint

Consulting Firm

For a consulting firm that looked interchangeable, we interviewed leaders and employees, aligned on one promise and behaviors, produced EVP and a message map, built a Culture Code and story library, and set a simple publishing blueprint with owners to reuse across careers and brand. Solution: Lab

Ecommerce Firm

For an ecommerce firm struggling to attract and keep talent, we co-created EVP and job content, guided ATS selection and setup, set a weekly cadence, trained managers, and built sourcing and outreach playbooks targeting passive and competitor talent. Senior roles in marketing and sales were filled on plan. Solution: Sprint

Marketing Firm

For a marketing firm, hiring was ad hoc without an anchoring system. We set goals and a 60- to 90-day roadmap, selected and configured an ATS, defined fit and role profiles, trained managers, built targeted sourcing, and co-ran pipelines until the team operated independently with higher signal. Solution: Retainer

Building Materials Firm

For a building materials firm, leaders needed credible insight on attractors and retention drivers. We designed a blended attraction survey and interviews, created instruments, sampling and consent, and reporting templates, and set a handoff checklist. The team gained one source of truth and practical next steps by segment. Solution: Lab

Regulatory Consulting Firm

For a regulatory consulting firm, we advised on a confidential recruitment leader search and strengthened TA operations. We defined the role profile, scorecards, discreet ATS workflows, coached sourcing and selection, and standardized stages and reviews to reduce rework and improve candidate experience while the team executed. Solution: Retainer

Management Consulting Firm

For a management consulting firm, we set strategy and a 90-day roadmap, coached the team to ship positioning, site improvements, offers, and campaigns, created reusable playbooks for messaging, content, SEO, and analytics, and established shared Talent-Marketing rituals mapping hiring pushes to campaigns with simple dashboards. Solution: Retainer

Services Firm

For a services firm, talent work was busy but not tied to strategy. We translated business goals into talent priorities, built a one-page strategy with OKRs and a 12-month roadmap, defined fit and critical roles, and set governance with owners, reviews, and steady measures. Solution: Lab

Fintech Firm

For a fintech firm with bottlenecks, we localized messaging, refreshed job content, standardized screening, mapped competitor talent, prioritized outreach, and added interim and temp-to-hire options. Time to slate and time to start improved while full-time searches advanced under a clear weekly cadence. Solution: Sprint

Insurance Firm

For an insurance firm blending into the category, we distilled brand pillars and validated EVPs from interviews and employee voice, produced a concise message map with page outlines and social blocks, and enabled teams to publish credible careers content that lifted differentiation and apply quality. Solution: Sprint

Staffing Firm

For a staffing firm awash in data, we consolidated ATS and CRM history, defined a shared funnel and metric dictionary, ran cohort and variance analysis to find leaks, identified high-impact levers, and implemented weekly scorecards and tests that materially lifted recruiter close rates year over year. Solution: Lab

Private Equity Firm

For a private equity firm needing a fast reset, we ran rapid discovery, shipped a new corporate site within two weeks, launched a careers site the next week, configured an ATS with stages and templates, and established a formal recruiting cadence with clear ownership and early slates. Solution: Sprint

Life Sciences Consultancy

For a life sciences consultancy, we delivered a focused lab that produced a one-page talent strategy, OKRs, fit definitions, role scorecards, and personas, organized reusable content, and continued with office-hours guidance so leaders could adopt, review, and iterate within a simple cadence the team owned. Solution: Lab → Retainer

Data Analytics Consultancy

For a data analytics consultancy, we provided senior leadership to clarify positioning, build pipeline, and upskill the team without adding headcount. We set strategy and a 90-day roadmap, shipped priority campaigns, integrated CRM and automation, and tied activity to outcomes with simple dashboards. Solution: Retainer

Professional Services Firm

For a professional services firm, we sequenced sprints to clarify org design, hire sales and recruiting leaders, install pipeline reviews and feedback loops, refresh the site, stand up a content engine and demand programs, and unify customer and employer brands to accelerate durable growth. Solution: Multiple Sprints

Building Equipment Contractor

For a building equipment contractor in a tight market, experienced craft talent was scarce. We implemented a lean hiring system with fit definitions, personas, an ATS-integrated careers page, structured interviews, and competitor mapping to build role-based pools, improving time to slate and visibility. Solution: Sprint

Biotechnology Firm

For a biotechnology firm lacking distinction, we led executive alignment, ran employee voice and external signal collection, updated values and EVP, produced a concise message map and leadership behaviors, refreshed careers content, and set a practical change roadmap with governance and quick wins to sustain adoption. Solution: Multiple Sprints