Our goal is to find the right individual for your organisation to find that perfect connection.

Our Approach

Talent
Management

We go beyond traditional recruiting. We bridge the gap between talent acquisition and talent management. As a global consultancy, we offer comprehensive support, from sourcing top talent to enhancing learning and development, onboarding, compensation and retention strategies. We are comfortable working with clients internationally and will work with you to create an effective talent management strategy that will help drive success for your organisation.

  • American Committee for the Weizmann Institute of Science: this leading US-based science charity wanted to transition from a more traditional HR function to a “best in class” talent management function.  We partnered with the Chief Human Resources, to create a talent management programme incorporating performance management, employee value propositions for recruitment and brand awareness, learning & development, and currently working on a compensation strategy.

Learning & Development

Developing individuals, teams, and leadership at all levels can transform organisations. We collaborate with clients to design bespoke strategies that empower teams to excel, achieve their full potential, and foster a culture of retention. Our expert guidance ensures tailored solutions to meet your unique needs.


  • Working with Queen’s University Canada to embed a programme for annual learning and development with a link to performance appraisal. Queen’s wanted to create a learning and development programme that addresses learning needs. We are working with the leadership, managers and staff to understand learning needs and growth areas, creating an annual learning plan to meet the need of staff across the organisation

Performance Management

The goal of performance management is to ensure that employees’ work aligns with the organisation’s goals and objectives. It involves ongoing communication, feedback, and evaluation to enhance employee performance and productivity while fostering a culture of continuous improvement.  We work with organisations in a variety of ways to help strengthen employee engagement, improve efficiency, achieve strategic goals, and build a high-performing culture.

  • Our client is a leading UK design company and in a competitive market had found that they were appointing individuals who did not have the expertise and approach necessary to deliver work of the calibre needed for their world-renowned clients – yet would only discover this well into an appointment.  We are working with the agency to develop job descriptions and person specifications for all positions within the company – something that they did not have – and then to build out a programme of KPIs and metrics for performance.

Executive Search

Finding exceptional talent is a global challenge for fundraising organisations. How you position yourself in such a market is critical, as is working with a search partner that can recruit internationally, has a strong network and reputation, and is able to engage and steward the calibre of individual needed for these positions. Our knowledge of the market and track record of successful placements demonstrates our ability to connect you to these talented individuals. 

Our approach is rooted in partnership and collaboration – and an eye to doing things differently.

  • Appointment of the Associate Director of Transformational Philanthropy for the University of Birmingham.  This was an international search for a leading Principal Gifts professional. We worked in partnership with the University of Birmingham to clearly articulate the opportunities and challenges of the role, and then network and market the role.  The University was looking for a strategic and ambitious individual to lead and continue to build principal gifts fundraising.  With a robust approach to DEI, we presented a shortlist of candidates who met the brief and after a competitive process, the University appointed an exceptional candidate from a US university who relocated for the role.

  • Working with Imperial College London to build the Vice President, Advancement’s senior leadership and management team. We successfully recruited the Director of Development: University Programmes and the Director of Alumni Engagement. These were international searches for senior leaders with substantial track records in their fields. We partnered with Imperial and worked closely with the team to present a diverse longlist. In an extremely competitive market, we were able to identify exceptional candidates for the positions. We continue to work with Imperial to recruit the Director of Development: Principal Gifts and Global, Deputy Director of Global Development, Asia and Deputy Director of Global Development, North America and a number of other key positions.

Compensation Strategies & Total Rewards

Total rewards and compensation strategies include everything your organisation offers to attract, retain, and engage employees. This covers financial rewards like base pay and benefits as well as non-financial rewards such as meaningful work, career growth opportunities, a vibrant workplace culture, and recognition. A well-designed total rewards program helps employees feel valued and motivated. We can work with you to create a compensation philosophy or advise on how to fine tune an existing programme – and everything in between.

  • We are working with a leading charity based in the US who want to create a compensation philosophy that underpins their existing compensation programme.  We are working with the Chief HR Officer and CEO to create a pay-for-performance philosophy that also strengthens approaches to performance management.  The philosophy aims to allow our client to take a bespoke approach so that they can look reward employees in a way that is meaningful and motivates them.

Recruitment & Retention Strategies

Recruitment and retention strategies are essential to any organisation’s success.  We can help you develop recruitment strategies that ensure you have a representative and diverse workforce, provide support and resources to you recruit more effectively and need to rely less on recruitment agencies, ensure that you can support any new hire so that the preferred candidates can be successful in their new roles, and provide you with tools that you can apply to future recruitment yourselves.

  • The University of Melbourne wanted to build a programme to attract non-traditional and transferable skills candidates to opportunities in the development office.  It had struggled to attract non-traditional as well as experienced candidates to roles in the advancement office.  We created a recruitment strategy to address this which included the development of employee value propositions, reworking of person specifications to be less restrictive, creation of integrated recruitment materials across platforms to attract non-traditional candidates including a redesign of candidate packs and a careers microsite, and creation of tools to support a culture of proactive recruitment within the office.  The University has seen a corresponding uplift in applications and appointments of non-traditional candidates. The work we did with Melbourne was awarded a CASE Gold Circle of Excellence Award.