Senior judgment. Without the senior headcount.

A senior people leader working inside your business on a set cadence, not a consultant producing a deck. They sit in leadership meetings, own decisions in their remit, and are reachable in between. You get the judgment without carrying the salary, equity, and ramp of a full-time hire.

Mostly timing and range. A full-time hire is right once the work is continuous and predictable. Before that you need senior judgment a few days a month with operational execution underneath it. We often build the case for the permanent hire, then help you scope and select them.

Headcount and movement, compensation against band, attrition and tenure, org structure and spans, compliance status by state, and open roles with pipeline. The same shape every month, so your board reads the trend instead of relitigating where each number came from.

Yes. A sprint is a fixed scope with an end date: compensation banding, a performance cycle designed and launched, or a diligence-readiness pass. Nothing converts to a retainer automatically, and we will say plainly if the thing you asked for is not the thing you need.

Yes, as a separate track that pairs with advisory work. Seven tracks in total, including AI fluency for managers and admins, which covers working the tools your company just bought: which prompts help, what to verify, and where the answers actually come from.

Then we say so. Advisory is the wrong shape once the function needs daily ownership, and pretending otherwise costs you a year. We can hold it on an interim basis while you run the search, and hand over with the work documented rather than described.