The weekly cadence that turns staffing reality into decisions.
For services firms from 50 people to several thousand. Every week, your pipeline and staffing data become a clear call — hire · partner · redeploy · hold — each one with the reasoning written down.
The preparedness radar.
Not a slide. The radar simulates, it doesn't just display — pick a named scenario and watch it become a decision with a playbook.
Snapshot library
5 named scenarios + baseline · curated weekly
“Anyone can build a model. The hard part is the weekly discipline of using it.” — each scenario above is the kind of question we surface and answer with you, every week.
Four pillars, one cadence.
Demand → Talent
Weighted pipeline against real capacity. Where will you be short, and when — before the deal closes, not after.
Competency Architecture
What "senior" actually means in your firm, mapped to the work. The vocabulary that makes staffing decisions comparable.
Talent Economics
Utilisation, bench cost, and margin as one picture — so redeploy-vs-hire is a number, not a gut call.
Operating Model
The weekly rhythm itself: the 30-minute session that keeps the model in use instead of in a drawer.
TalentOps Operating Cycle.
A 12-week engagement, three compositions. Final pricing depends on headcount + system complexity.
Foundation
Core visibility and baseline operations
- Setup Week: mapping + baseline + decision rules v1
- Weekly operating session (live)
- Weekly exec brief + decision log
- Quarterly reset workshop
- Operator support: 4 hours/week
Operating Cadence
Full talent operations function
- Setup Week: mapping + baseline + decision rules v1
- Weekly operating session (live)
- Weekly exec brief + decision log
- Quarterly reset workshop
- Continuous instrumentation
- Operator support: 6–8 hours/week
Full Partner
Strategic talent advisory embedded in your team
- Everything in Operating Cadence
- Full scenario planning
- Stakeholder alignment sessions
- Operator support: 10+ hours/week
Let's see if
TalentOps fits.
Share a couple of details — we reply within 24 hours with next steps. Three months in: lifted KPIs, a clearer picture, and decisions you can defend. No strings attached.
Frequently asked questions
What is TalentOps?
TalentOps is a weekly operating cadence that turns a services firm's pipeline and staffing reality into hire, partner, redeploy or hold decisions — each with the reasoning written down. It reads four pillars: Demand to Talent, Competency Architecture, Talent Economics, and the Operating Model itself. It is the door-opener to everything else we do.
Who is TalentOps for?
Services firms from around 200 to 5,000 people, where the buyer is the CEO, COO, CFO or people lead. These firms usually already know they should run this discipline — the question is whether an external weekly cadence is faster than building it in-house. We think it is.
How is it different from buying software?
Anyone can build a model; the hard part is the weekly discipline of using it. TalentOps is a service, not a tool you procure and then have to run yourself. A named consultant runs the cadence with you every week, so the model stays in use instead of in a drawer — and there's no two-year platform procurement.
What does it cost?
TalentOps runs on a retainer of roughly €1,000–4,000 per month with a three-month minimum, delivered as a 12-week operating cycle. Final pricing is custom and depends on your headcount and system complexity. Three compositions are available — Foundation, Operating Cadence, and Full Partner — plus a rolling ongoing option.
What decisions does it produce?
Every week it produces clear calls — hire, partner, redeploy or hold — each with written rationale in an exec brief and decision log. By the three-month mark you should have lifted KPIs, an enhanced understanding of the business, and a C-level that feels more confident and in control.