industry focus · technology + professional services

for teams whose people are the product.

in technology and professional services, the work lives in people’s heads. we help growing firms hire, lead, and keep the talent their business depends on.

let’s talk about your business →

annie easley at the control panel of a univac 1100/40 computer, 1976

from the archive · no. 01

annie easley at the univac 1100/40, nasa’s lewis research center, cleveland, 1976. she started as a “human computer” doing calculations by hand, and spent more than three decades at nasa as a mathematician and computer scientist.

who we work with

knowledge-driven firms.

software + tech-enabled companies · consulting + advisory firms · agencies · accounting + financial services

the moments we’re built for

growth breaks things in predictable places.

in knowledge-driven firms, the people side usually cracks in the same spots. we help you see them coming and build for them before they cost you good people.

01the first 20 hires, when culture stops being automatic
02promoting your best engineer or consultant into their first manager role
03building pay bands before the next funding round or partner meeting
04a key leader leaves and the team looks to you
05setting remote and hybrid expectations people will actually follow
06a reorg, a layoff, or a pivot that has to be handled with care
07client-facing teams stretched thin by utilization and billable hours
08the first time someone asks, “so what’s my career path here?”

two women in a computer room beside a mainframe console and tape drives, 1970s

women working at keypunch machines in a data processing room, black and white

students working at plato computer terminals in wooden study carrels — fig. 01plato terminals at parkland college, champaign, illinois, around 1969. plato, built at the university of illinois, was one of the first computer-based learning systems.

what we help withtechnology + professional services

scaling the team

structure, roles, and onboarding that hold up as headcount climbs.

leveling + compensation

clear career paths and pay practices people trust.

first-time managers

training and support for people stepping into leadership.

performance + retention

consistent expectations, real feedback, and reasons to stay.

remote + hybrid teams

policies, rhythms, and expectations that work across locations.

client-facing teams

workload, utilization, and promotion paths for people who bill their time.

culture through growth

keeping what made the company work as more people join it.

people operations

the systems, records, and processes that run quietly in the background.

then

punch cards. tape drives. typing pools.

now

slack threads. sprints. billable hours.

the people problems haven’t changed. that’s where we come in.

christine darden at the control panel of the unitary plan wind tunnel at nasa langley, 1975

from the archive · no. 02

christine darden in the control room of langley’s unitary plan wind tunnel, 1975.

she joined nasa in 1967 as a “human computer,” went on to lead its sonic boom research team, and became the first african american woman at langley promoted into the senior executive service.

a retro open-plan office with orange chairs, plants, and early computers

from the inside

we’ve worked inside firms like yours.

our team has worked inside professional services firms including pwc and korn ferry’s achieveforum, and led hr at a clinical-trials technology company. we know what it takes to keep good people when the work lives in their heads.

we make growth hold.

structure, roles, and onboarding that keep up as headcount climbs.

we build the managers.

first-time managers who can give real feedback and keep their best people.

we make pay make sense.

leveling and compensation that people understand and trust.

built for what’s next.

let’s talk about your business →about the hr audit