Build the talent system behind the business.
For leadership teams: how well you attract, select, develop and retain talent, whether the right people are in the right seats, and what to fix first.
The problem was usually bigger than the open position.
We started as a recruiting company. Over thousands of searches and conversations with executives, hiring managers, candidates and HR leaders, we kept seeing the same thing: the problem a client was trying to solve was usually bigger than the position they had asked us to fill.
That's what expanded our work from search to talent advisory. It wasn't a pivot away from search. It was an expansion based on what clients actually need from a talent partner.
Every company already has a talent strategy, whether it's intentional and deliberate or reactive and unintentional. The advisory work makes it deliberate, measurable and tied to where the business is trying to go.
An expansion, not a pivot
Search
Where we started, and still the core.
Executive Connections
Relationships with the executives we met along the way.
Strategic Talent Advisory
The talent system behind the businesses we search for.
From audit to a plan the leadership team can run.
Each engagement is scoped to the company. These are the workstreams it draws on.
Talent Audit
How well the organization attracts, selects, develops and retains talent, whether the right people are in the right seats, and what to fix first.
Talent Advantage
Ongoing work with the leadership team on the talent system itself, so it becomes an intentional part of running the business rather than a reaction to vacancies.
Workforce planning
What the business plan requires in people, when it will need them, and where the gaps will open.
Market and compensation intelligence
What the MedTech market pays and how it's moving, drawn from the searches we run and the compensation guide we publish every year.
MoreOrg design
Whether the structure fits where the business is going, and which roles carry the greatest impact on its objectives.
Succession
Who is ready for the roles the organization can't afford to leave vacant, and how to close the gap where no one is.
Most engagements begin with a Talent Audit. Yours might not need to.
Tell us where the business is trying to go and what feels stuck. We'll suggest which workstream, if any, is the right first step.
Bring the business plan. We will bring the questions.
An hour with a Talent Director to look at the talent system behind your plan, and an honest read on what to fix first.
Tools the advisory work draws on.
MedTech Compensation Guide
Salary, commission and equity benchmarks across the specialties we search.
See the guideEmployer Resources
The checklists, scorecards and question guides our Talent Directors work from, free to use.
Open the toolkitSearch
When the audit points at a seat that needs filling, the core business is ready.
Find the right personThe other way we create value: Search.
Every company has a talent strategy, whether it's intentional and deliberate or reactive and unintentional.
Want to know how your talent system is doing?
Start with where the business is trying to go. We'll work backwards to the talent it needs, and tell you what to fix first.