Practice Area
People & Talent Strategy
Strategic talent decisions that determine whether your best people stay, grow, and lead — or leave and take institutional knowledge with them.
Practice Lead: Michael King, PhD — Founder & Principal Consultant
Sound Familiar?
- Your best people keep leaving and you don’t really know why — or whether it’s preventable
- You’ve never done a formal talent review. You don’t know who your successors are for critical roles
- Promotions are based on tenure or performance, not readiness. Your leadership pipeline is thin
- Engagement surveys get filed away. Nothing changes. People notice
- You know your culture needs work, but you’re not sure where to start without it feeling performative
Fortune 500 companies invest millions in talent management infrastructure. You can get the same strategic frameworks — calibrated for your size and stage — without the enterprise overhead.
Services
How We Help
Talent Management Consulting
Structured talent reviews, succession planning, calibration sessions, and leadership pipeline development. Choose the Execution Track (we run it) or the System Design Track (we build it, your team runs it).
$10,000–$95,000
Employee Engagement & Retention Strategy
Stop guessing why people leave. Diagnostic review of turnover patterns, engagement data, exit interviews, and cultural indicators — with a concrete retention action plan.
$12,000–$35,000
DEI Consulting
Build equitable talent practices that are embedded in your operations — not a separate initiative. Strategy development, assessment, training, and accountability frameworks.
$6,000–$25,000
[Placeholder: Add a testimonial about talent management, succession planning, or retention work. Focus on the “aha moment” — what they learned about their talent pipeline that they didn’t see before.]
Common Questions
Frequently Asked Questions
We’ve never done a formal talent review. Where do we start?
That’s the most common starting point. We typically recommend the Executive Team Review ($8K–$12K) — a focused assessment of your top 10–20 leaders that surfaces succession gaps, flight risks, and development priorities. It’s usually the highest-ROI engagement we run because you learn things about your leadership team you didn’t know.
What’s the difference between the Execution Track and System Design Track?
Execution: we run your talent review process end-to-end — facilitate calibration sessions, write the reports, present to leadership. System Design: we build the framework, train your HR team, and hand it off for them to run annually. Most first-time clients start with Execution, then transition to System Design once the process is established.
How do you approach DEI differently from other consultants?
We don’t do standalone “DEI training” that checks a box. We embed equitable practices into your existing talent management processes — how you hire, promote, develop, and retain people. The goal is structural change in your systems, not awareness campaigns.