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We hire operators, not analysts.
Senior people who have run the work, not only advised on it. Small firm, named scope, no bench, and your name on the engagement from the first conversation to the last.
Why this is different
Flat, on purpose.
Most firms are built as pyramids — partners sell, managers translate, analysts produce. It is an efficient way to bill and a poor way to do the work, because the person who understood the problem is rarely the person solving it.
We are built flat, and that is a constraint as much as a value. It means we hire fewer people and hire them later. It means there is no bench to hide on and no junior tier to hand the unglamorous half to. It also means you are named on the engagement from the first conversation to the last, you will not build slides for someone else to present, and you stay until the change is running rather than until the deck is delivered.
If you want to be trained into consulting, we are the wrong firm and we will tell you so early. If you have already run the work and want to keep running it without the theatre, that is the whole proposition.
Open roles
What we are hiring for right now.
Roles open and close with the work rather than with a headcount plan. If nothing here fits and you have run this kind of work, write anyway — most of our hires started as a note when nothing was open.
0 open roles
Nothing open right now — send us a note.
We hire against engagements rather than against a headcount plan, so roles open and close with the work. If you have run the kind of work we do, write a paragraph about what you have delivered. It is read by a partner, not a screening tool, and we will reach you when something fits.
How hiring works
Four steps, and we tell you where you stand at each one.
The most common complaint about consulting hiring is silence. Every step below has a stated clock, and if we are going to say no we say it inside a week with the reason attached.
A paragraph, not a form
Write to us about work you have actually delivered. No portal, no knockout questions, no screening tool between you and a person.
Read within 5 working days
A conversation with the person you would work for
Not a recruiter and not a panel. The first call is with whoever would be on the engagement beside you.
45 minutes
A real problem, on the clock we would really give you
One working session on a sanitised version of a live problem. You are paid for it if it runs beyond two hours.
Half a day
A decision, with the reasons
Yes or no inside a week, with what drove it either way. We do not go quiet on people.
Within 5 working days
What we offer
The things people actually ask about on the second call.
Staffing you can plan around
One engagement at a time wherever possible, and you know your next one before the current one ends. Nobody is told on a Friday where they are on Monday.
Travel that is a scheduling question
We are on site when presence genuinely changes the work, not to justify a rate. Most weeks that is one or two days, agreed in advance.
Paid for the work sample
If our working session runs beyond two hours, you are paid for it at the rate the role pays. Free labour dressed as an interview is still free labour.
No up-or-out
Staying senior in the craft is a career here, not a holding pattern. We do not manage people out for declining to become managers.
Development against the next engagement
Budget and time attached to the capability the next piece of work needs, decided with you, not a generic catalogue.
An honest no
If the fit is wrong we say so early and say why. We will also tell you which firm we think is the right one.
Where we hire
Six offices, three countries.
Roles are based out of an office because the work is senior and client-facing, but delivery is not restricted to where the lease is.
Taidou Answer
Not a role, but a conversation?
If you have run the kind of work we do, that is worth a call whether or not something is open. Write a paragraph about what you have delivered — it is read by a partner, not a screening tool.