$20M+ technology company with 100+ employees - Growth being stunted by inability to attract necessary engineering talent - how can we grow our business if we can't hire the engineering resources to support and grow revenues? Results = Developed and executed a global talent acquisition & retention strategy that allowed for the recruiting and retention of all the necessary engineering resources at 1/5 the cost of a recruiting firm allowing the company to almost double revenues and attract new investment --> company is currently moving into a market leadership position in their category.
$9M+ start-up Cybersecurity company - Great market position and venture capital investors but company falling short of expectations - leadership team a "great collection of individuals but not a team". How can a team of diverse individuals be brought together to increase team performance? Results = Utilized and customized the Organizational Health model (Patrick Lencioni - "The Advantage") tools and techniques including: communication, executive team building and coaching. We achieved minimal politics and confusion along with high morale and productivity as well as low turnover. Revenues doubled YOY - cohesive leadership team fostered and clarity of vision, mission and values driven throughout the organization. Company earned "Inc. 500 Best Places to Work" distinction.
$70M+ CPG company with 200+ employees - Company revenues plateaued as last generation leadership team tries to solve today's problems with yesterday's solutions - helped to reorganize and refocus leadership team + recruited CFO, Head of New Product Development, Head of Operations, Head of Omni-channel Marketing and SVP of Sales & Marketing. Results = New revenue streams discovered and realized through updated vision, mission and values which includes opening new complementary businesses and better leveraging current assets.
$750M+ CPG company with 3,000+ employees - HQ in undesirable location – BOD concerned with ageing leadership – where will the next generation of leaders come from? Results = Built and scaled a Leadership Development Program that feeds the Succession Management process and grows the next generation of leaders. Increased the company's capability to digest and successfully manage acquisitions.
$50M+ technology company with 220 employees with overgrown organization and cost structure – siloed and demotivated workforce with a culture of fear and distrust. Results = Restructured the leadership team (recruited 70% of the new team); established and drove a new culture of collaboration, innovation and success; and increased revenue per employee +36% YOY.
$24M+ business services company - facing stiff competition from much larger competitors and a shrinking labor market for skilled customer facing positions (800+ open positions) with a desire to up-grade talent across the 3,000+ employees. Results = Developed an entirely new recruiting model and team; developed and implemented a performance management system and corresponding compensation architecture; which led to the most profitable year in the Company's history while adding $10MM to the revenue line.
$100M+ rapidly growing global family owned CPG business - losing $14MM a year and struggling to survive against much larger competition – ownership disorganized, struggled with making changes to the employee population and unknowledgeable of how to align human capital to the business. Results = Built a leadership team and culture of success leading to a +176% profit increase – eventually selling for +19% EBITDA.
$15M+ global technology company - scaling - limited by difficult to find talent and very long tenured leaders – new investors want year over year doubling of revenue. Results = Build and develop the leadership team, reduced recruiting fees of key talent by +60%, worked with the employee base and leaders to document and leverage the company values and culture and drive through every part of the organization. A 3.0X ROI on investment in SparkHouse.
Many companies - $5M to $500M+ – face the challenge of evaluating and making the hard people decisions (who stays, who goes, who do we hire and where do we find them, how do we pay, reward, retain and develop them) as well as aligning people strategies and programs to the business vision and mission and driving productivity & profits.