For leaders expected to be strategic, without the authority, headcount, or playbook

Talent and People leaders are being asked to drive outcomes that used to belong to entire teams.

Be strategic. Move faster. Fix hiring. Influence executives. Adopt AI. Do more with less.

And somehow make it all hold.

This advisory exists for senior Talent, TA, and People leaders operating in high-pressure environments where decisions are visible, stakes are high, and support is inconsistent.

We work with leaders who are:

• Carrying accountability without real authority

• Navigating executive pressure and shifting priorities

• Rebuilding or stabilizing recruiting functions mid-flight

• Expected to “partner strategically” while still filling reqs

• Managing teams through burnout, change, and uncertainty

This is not coaching. This is not generic leadership development.

This is decision support, signal clarity, and systems that hold under pressure.

What We Help Talent Leaders Do

We help leaders:

• Reset or rebuild recruiting functions that have outgrown their structure

• Strengthen executive narratives and influence without politics or fluff

• Move from transactional recruiting to true strategic partnership

• Prioritize competing demands when everything feels urgent

• Design hiring systems that actually scale and survive scrutiny

The work is practical, direct, and grounded in real operating conditions.

Sometimes that means zooming out to reset the strategy.
Other times, it means naming what’s broken and fixing it fast.

The goal is clarity, credibility, and control, even when the environment isn’t.

Who This Is For

This advisory is designed for:

• Heads of Talent / TA / People

• Senior Talent Leaders inheriting messy systems

• Leaders in high-growth, post-layoff, or post-reorg environments

• Talent leaders stuck between executives and execution

• Leaders preparing for a bigger seat, broader scope, or next role

If your job requires judgment more than instructions, this work is for you.