Frequently asked questions

With a conversation about where you are and what you are trying to change. That discussion is what tells us — and you — whether this is work we should be doing together, and which of our services it actually belongs in.

Advisory and consulting on the people side of an organisation: leadership and executive advisory, organisation design, HR and people consulting, talent strategy, culture and employer brand work, coaching, learning and development, people analytics, and how roles and ways of working are changing.

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Before any work begins we agree what is in scope, who needs to be involved on your side, and what a good outcome looks like. Putting that in writing at the start is what stops an engagement drifting into something neither side signed up for.

Pricing follows the scope, so there is no standard price list — a standing advisory relationship and a one-off design piece are not the same shape of work. What an engagement will cost is set out alongside the scope, so you see both together before deciding anything.

It depends entirely on what the work is. The timeframe and the review points along the way are part of what gets agreed at the outset, rather than something discovered halfway through.

Some of what we do is one-to-one — executive coaching, for instance — and some is organisation-wide. Which it is depends on where the problem actually sits.

For the first conversation, no preparation at all — a rough sense of what is prompting the question is enough. Anything we need beyond that becomes clear once there is a scope to work to.

Through the contact page. Tell us what you are working on and we will take it from there.