Our work shows up in the P&L six months later — when your senior hires stick, your culture survives the next reorg, and the people stuff stops being the thing that wakes you up at 3 a.m. Most of our work comes from word of mouth for a reason.
The invoice for getting people work right is small change next to the cost of getting it wrong. A few of the numbers we see in client engagements:
Replacement cost of a senior hire that doesn't stick — direct only. Add lost productivity and team morale and it climbs higher.
Comp wasted on average per poorly onboarded hire. Multiply by every miss, then ask how many of those you've absorbed this year.
Revenue gap between engaged and disengaged teams shipping the same product. Culture isn't a soft metric — it's on the P&L.
What a fifteen-minute call with us costs. If we're not the right fit, we'll point you at someone who is.
Indicative figures from CIPD, SHRM and Gallup. Your numbers will be different — that's exactly the conversation we have on the call.
Pick the shape that matches what you're tackling. Every engagement starts with a free fifteen-minute call so we can sanity-check the fit — no deck, no follow-up sequence, no commitment.
Tell us what's keeping you up. We'll tell you straight whether we can help — and what the engagement would look like if we did.
No charge, no obligation. If you'd rather hash it out over email first, the contact form gets to Rosie within a working day.
We scope the work, give you a fixed cost in writing, and we don't start until you say go. You'll know the price before there's any pressure to commit.
Engagements typically run a few weeks to a few quarters depending on what you're tackling — restructure, transformation, leadership programme, fractional people leadership. Invoiced as agreed milestones, not by the minute.
You only pay when we place. Fifteen percent of first-year salary for your first hire — discounted on our standard rate, because we'd rather earn the work that comes after.
C-suite, senior leadership and hard-to-fill roles. Fee paid across three months to keep your cash flow sane. Subsequent placements at our standard 25%.
Because the work shows up in places generic consultancies never reach. Three reasons clients keep us close:
Rosie's done this across fintech, financial services, public sector and global corporates. There aren't many people-stuff problems we haven't seen before — which means less time learning your context, more time fixing it.
Most HR consultants haven't actually run a people function. We have. So when we tell you "this is the politically tricky bit," we're speaking from experience, not from a slide deck.
The work doesn't stop when the recommendations land. We stay involved while you implement — calling out the bits that aren't sticking, helping when it gets messy. That's where most consultancies drop the ball.
The first fifteen minutes are free. Tell us what you're working on — we'll tell you straight whether we're the right partner, and what an engagement would look like if we are.
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