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Can we help you with your People Management? Call, email, or fill out the contact form to start a dialogue.
We develop concepts, methods, and tech that are foundational for next-generation People Management-solutions, and work within an ecosystem of leading software vendors and specialists. If you’d like to play a part in this development and contribute - feel free to get in touch.
How can we help you?
Here are some answers to frequently asked questions about what we do, how we work, and what value we strive to create in our assignments. Feel free to get in touch with us for more information.
Yes, we can. As HR issues are basically the day-to-day operational aspect of People Management, this is our core area of expertise.
We help organizations handle both urgent and structural HR challenges. In every case, we always aim to “build away” problems so they don’t come back, or become easier to handle the next time they occor.
This can include creating templates and checklists, improving processes and routines, or systemizing, digitalizing, and automating parts of the work, and/or implementing AI-based solutions.
Yes, we do. Talent Acquisition - in all its shapes and varieties - is a crucial part of what we consider to be People Management and is one of our core compentencies.
In addition to our Talent Acquisition expertise, we also work across the full range of areas connected to this field, for example Strategic Workforce Planning (SWP), Talent Intelligence, job architecture- and organizational design, skills mapping, Employer Branding and candidate communication, recruitment marketing, competency development, and succession planning.
Our focus is to create a functioning whole. Talent Acquisition isn't a stand-alone function or strategy - it's dependent on several other internal organizational resources and capabilities. We help our clients synchronize these different factors and tailor solutions that fit their specific context.
Yes, we do. Strategic Workforce Planning (SWP) is a core part of People Management, ensuring that the organization has the right capabilities, in the right place, at the right time.
We tackle SWP and strategic talent planning in different ways depending on the needs and maturity of the individual client. This can range from establishing basic structures and ways-of-working to developing more advanced analytics platforms and decision-supporting capabilities.
SWP development is inherently complex and a lot of theoretical considerations need to be taken into account. Many SWP-initiatives fail because they get lost in this complexity. In contrast, we strive to produce simple and relevant solutions that deliver tangiable business value relevant to day-to-day operations.
We believe that the complexity of SWP doesn't need to translate into complicated SWP-solutions.
Yes, we do. Recruitment - or Talent Acquisition - is a vital part of what we consider to be People Management and we help clients with both strategic and operational initiatives within this field.
Whether it is individual recruitment assignments or redesign of company-wide Talent Acquisition strategies, we have both the expertise and the experience needed to deliver stellar results.
Similar to how we tackle other challenges, we strive to provide "help to self-help" within this area. Instead of building dependency, we believe in helping clients evolve their own internal capabilities as part of our assignments.
Recruitment can be easy, cost-effective and smooth. We know how to make it so.
Yes, we do. Employer Branding and all forms of Talent Communication is a crucial part of attracting the right people to any organization and is also one of our core competencies.
We help clients with both operational- and strategic initiatives within Employer Branding, candidate communication and employee communication. Oftentimes we orchestrate that conveyed messages, structures and ways-of-working are in line with the overarching Talent-/People-strategy.
There's a lot to gain by having a systemic approch to talent- and employee communication. Clear processes and ways-of-working are crucial keys to long-term success in acquiring and retaining a talented workforce.
As always we work in accordance with the principle of "help to self-help" when tackling similar assignments. Our goal is to strengthen our clients' own capabilities to ensure that the organization is better equipped to independently handle it's Talent-communication challenges.
Yes, we absolutely can.
In most organizations, People Management-practices are comprised of a large number of rutines, processes and ways-of-working that have evolved over time. Individual parts may work reasonably well on their own, but a lot of friction can still be felt if the overall system lacks coherent goals, structure and governance.
We can analyze your practices, identify gaps and shortcomings in the overall structure, and help build a more coherent and easily managed system that aligns with your overarching business goals.
You’re welcome to get in touch with us, whether you have pinpointed an issue or just have a genereal feeling that there's room for improvement in your People Management-practices.
Yes, absolutely - you’re more then welcome to get in touch.
We know that many HR Managers work alone, and that it can be difficult to get buy-in, and resources, for development initiatives.
To make bigger changes possible, you typically need both resources and genuine leadership interest. But there are often smaller, hands-on initiatives that can generate immediate gain and function as a proof-of-concept as to the value development of People-practices can deliver.
We can help identify similar opportunities. And if nothing else, we can contribute perspectives, advice, and inspiration you hopefully can use in your continued work.