TALENT CONSULTING

Talent consulting from someone who has run the function.

When hiring or leadership development isn’t keeping pace with the business, I bring senior talent expertise to fix it: market intelligence, process and system design, assessments, workshops, or a fractional TA leader in the seat. I have built, scaled, and led talent functions in financial services, technology, healthcare, and higher education.

Now you can access my capabilities and expertise in a way that works for you and your business.

See how we can work together ↓

SOUND FAMILIAR?

When talent becomes the bottleneck.

Organizations usually call me when one of these is true:

  • You are hiring faster than your team can support, and quality of hire is slipping.
  • You need a clear view of the talent market before you open roles or commit to a hiring plan.
  • Your hiring process works differently for every manager, and candidates feel it.
  • You are choosing an applicant tracking or recruiting system and want an objective evaluation, not a vendor pitch.
  • You are not sure where your leaders and teams most need to grow.
  • Your recruiters or hiring managers need training that changes how they work.

WHAT I DO

Six ways I can help.


Strategy
Talent Intelligence
Use labor-market data to decide where to look, who to target, and what to offer, then turn it into a sourcing strategy with pipeline metrics that show what is working.
Operations
Recruiting Process Optimization
Map the current process, find where candidates and hiring managers lose time, and rebuild it around clear stages, owners, and service levels.
Technology
System Selection and RFP
Define your requirements, run the RFP, and evaluate vendors objectively, so you choose the applicant tracking or recruiting system that fits your size and workflow.
Development
Talent Development Needs Assessment
Find where leaders and teams most need to grow, using interviews, data, and observation, and turn the findings into a prioritized development plan.
TRAINing
Workshop Development and Facilitation
Custom workshops for recruiters, hiring managers, and leaders, designed around your needs and facilitated by me.
Leadership
Fractional Talent Acquisition Leadership
A senior talent acquisition leader running your recruiting strategy, team, and metrics part-time, so you have experienced leadership without the full-time hire.

HOW WE CAN WORK TOGETHER

Choose the engagement type that fits your goals.


Fractional
I join (or lead) your talent acquisition function on a recurring weekly schedule, scoped to your hiring objectives and needs. Best when you need a senior recruiting resource now, or time to hire a permanent leader.
Project
A defined scope with clear deliverables and an end date, such as a talent intelligence report, a process redesign, a system selection and RFP, or a development needs assessment.
Workshop
Custom workshops designed around your needs and facilitated by me, for recruiters, hiring managers, or leaders. Run a single session or a series.

THE APPROACH

Understand and assess first.

Build what fits.

Hand it off.

1
Diagnose
Review your hiring data, process, systems, and team. Talk with the people who run the process and the people who experience it.
2
Design
Agree on priorities and a plan with specific outcomes, owners, and measures.
3
Deliver
Lead or support the work: the analysis, the selection, the facilitation, or the hiring itself.
4
Hand off
Document what we built and coach your team to run it, so results continue without me.

WHY LATITUDE

I’ve run the function.

I’ve also coached and developed the people who run it.

Before founding Latitude, I led talent acquisition and talent development programs at J.P. Morgan Chase, BECU, Providence Swedish, and RealNetworks, scaling and transforming the function in every engagement: strategy, team, processes & systems, and metrics. I have been accountable for ensuring that the talent function can enable the business to achieve its strategic objectives for growth and innovation.

As an SPHR and Hudson-certified executive coach, I also work on the people side: assessing where leaders and teams need to grow, designing workshops, and facilitating them. That is why my recommendations come with a plan for the people who will carry them out.

QUESTIONS

Questions people ask before we start.

  • Talent intelligence, recruiting process optimization, system selection and RFPs, talent development needs assessments, and workshop development and facilitation, plus fractional talent acquisition leadership. You can engage me for one of these or combine several.

  • Agencies fill individual roles. I can help build and improve the function behind them: strategy, process, systems, and team capability. I can also help you decide when to use agencies and measure what they deliver.

    Additionally, I am available for short- to mid-term recruiting engagements where you may have a planned or unplanned increase in hiring volume, or need a senior-level resource to engage with a new executive on building out their leadership team.

  • Absolutely. Most engagements pair me with an existing recruiting team or HR partner, and part of the work is raising their capability.

  • It depends on scope. Projects have a defined end date, workshops are scoped to the session or series you need, and embedded engagements run until the function is stable or a permanent leader is in place.

  • Book a 30-minute conversation. We will talk through your goals and current setup, and I will tell you plainly whether and how I can help. If there is a fit, I follow up with a scoped proposal.

READY TO TALK?

Let’s talk about your talent priorities.

A 30-minute conversation about your goals, your current setup, and whether I can help.

No obligation.

Start a Conversation