Questions clients ask before we start

No, though it makes the call sharper. Your chart shows where the people strategy is solid and where it is thin, so the conversation starts at the weak point instead of circling it. If you would rather just talk, book online and choose video, phone or in person. Either way you speak to the consultant.

It depends on scope, which is why every client gets a proposal built around their situation rather than a day rate. Proposals are free and carry no obligation. Once one is accepted, the fee is fixed and the deliverables are written down, so anything outside them is talked about before it happens, never discovered on.

Either. Workforce plans, design work and restructures run as defined engagements with aftercare included. For firms that want senior HR support on call beyond that, a retainer covers employee relations, recruitment and day-to-day people operations, with its scope written down so both sides know exactly where it starts and stops.

Yes. An NDA is standard on every engagement. Restructures, redundancies and TUPE transfers are planned with a small circle of decision-makers, and the announcement is sequenced so people hear it from their own managers, in the right order, with the consultation steps already mapped.

Very likely. Fintech is the specialism because it tests a people plan hardest: teams doubling, roles that did not exist last quarter. The same methods work wherever an organisation is changing faster than its org chart, and the experience behind them spans HSBC, IT consulting.

In person whenever it counts. The practice runs from the Somerset coast and works on site across London and the South East for the moments that need a room: workshops, leadership sessions, difficult announcements. Analysis, planning check-ins and coaching can run remotely, so momentum holds between visits.