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Pillar 02

Leadership, expertise and workforce

The right capability. At the right stage.

Choose the path closest to your need, and explore when you need each service, its scope, what you receive and how we deliver it.

Executive search

One leader can change the course of an entire entity.

When do you need it?

A leadership role that sets the entity's course, which public adverts cannot fill.

What is the scope?

An exclusive mandate for one leadership role, starting with a success profile that defines what the leader must achieve, then a market map and a structured candidate assessment.

What do you receive?

  • Success profile
  • Market map
  • Structured shortlist
  • Reference reports with consent

How do we deliver it?

We draft the success profile, map the market and approach candidates, then assess them on one consistent method, take references with consent and support the offer stage.

Request an appointment for this serviceService detailsIndicative timing: 8–14 week search, join not guaranteed

Specialist recruitment

One critical vacancy slows an entire team.

When do you need it?

Critical roles vacant for months, with requirements never agreed internally.

What is the scope?

We align each role definition, then run recruitment under the model you choose: a fee per placement, or a monthly campaign for up to ten concurrent requisitions.

What do you receive?

  • Criteria brief per requisition
  • Structured shortlists
  • Weekly status report

How do we deliver it?

We approve the criteria for each requisition, source and screen, then run structured interviews, present a shortlist and support the offer and onboarding.

Request an appointment for this serviceService detailsIndicative timing: 6–10 week initial cycle

Job architecture and rewards

When titles match but pay doesn't, trust erodes.

When do you need it?

Similar titles on very different pay, and every offer negotiated from scratch.

What is the scope?

A job architecture for up to forty jobs: job families, job evaluation, grades, pay ranges and an estimate of transition cost.

What do you receive?

  • Job families
  • Job evaluation results
  • Grade structure and pay ranges
  • Transition cost estimate

How do we deliver it?

We inventory jobs and families, evaluate the jobs, then build grades and pay ranges and estimate transition cost through to sign-off.

Request an appointment for this serviceService detailsIndicative timing: 6–10 weeks

Retention, Saudization and succession

Talent that leaves takes knowledge with it.

When do you need it?

Talent leaves after being developed, and critical roles have no successor.

What is the scope?

For one business unit and twenty critical roles: an attrition diagnosis, development pathways, a localisation plan, a succession plan and tracking metrics.

What do you receive?

  • Attrition diagnosis
  • Development pathways
  • Workforce localisation plan
  • Succession plan for 20 roles
  • Tracking metrics

How do we deliver it?

We analyse attrition and run interviews, identify the critical roles, then design development pathways, the localisation plan, the succession plan and its metrics.

Request an appointment for this serviceService detailsIndicative timing: 4–8 weeks