Talent Retention Advisory
I advise fast-growing tech companies on reducing turnover by 10-20% to protect revenue and stabilize growth
What makes me unique
- I began my career in global tech consulting, leading global initiatives and large teams across North America, Europe, and Africa.
- Along the way, I consistently stepped into complex people challenges, culture transformation, performance clarity, leadership alignment.
- Today, I bring a consulting lens, a systems mindset, and executive-level judgment to founder-led companies navigating rapid growth.
- I focus on building clarity where scale creates pressure, ensuring people strategy supports performance and revenue, not just culture
- Proven experience: I know what works (and what doesn’t) from large tech and media organizations
- Tech, AI + people fluency: I help leaders understand and use the tools in ways that support people, not replace them.
- Global + bilingual: I work in both English and French with multicultural teams
- Structure + clarity: I design systems to bring order to chaos.
- Inclusive + empathetic: I lead with empathy and design strategies where people feel valued.
An 8-week executive engagement designed to protect your comp
Phase 1: Executive retention snapshot
Phase 1: Executive retention snapshot
Phase 1: Executive retention snapshot
We begin with a structured diagnostic of your current retention landscape
This includes:
- Analysis of turnover data by tenure, team, and performance level
- Review of exit themes and voluntary vs. involuntary patterns
- Assessment of first-year attrition and internal mobility
- Financial exposure modeling tied to replacement costs and productivity loss
You receive:
A board-ready Retention Snapshot outlining where instability is occurring, the likely drivers, and the financial impact
Outcome: Clear visibility into your real retention risk
Phase 2: Organizational diagnosis
Phase 1: Executive retention snapshot
Phase 1: Executive retention snapshot
Next, we assess how growth is affecting internal structure
This includes:
- Executive and manager interviews
- Review of role clarity and performance expectations
- Assessment of onboarding consistency
- Evaluation of leadership alignment and accountability structures
You receive:
A Retention Diagnosis Brief identifying the 2–3 structural drivers behind preventable attrition
Outcome: Alignment on what must change first
Phase 3: Executive alignment
Phase 4: 90-day stability roadmap
Phase 4: 90-day stability roadmap
With clarity established, we reset leadership expectations and priorities
This includes:
- Define the 3–4 structural priorities that must change
- Reset leadership accountability expectations
- Clarify performance and growth standards
- Align executive ownership across regions
You receive:
An Executive Structural Reset Plan outlining priorities, leadership responsibilities, and success definitions
Outcome: Executive-level clarity and structured direction.
Phase 4: 90-day stability roadmap
Phase 4: 90-day stability roadmap
Phase 4: 90-day stability roadmap
We translate strategy into a focused execution framework
This includes:
- Provide a prioritized 90-day people and talent road map
- Establish retention and performance KPIs
- Define review cadence and reporting rhythm
- Create early-warning indicators
You receive:
A clear, phased roadmap designed to stabilize talent and protect revenue.
Outcome: Structured action, not reactive firefighting.
Retention is only the visible symptom
Turnover is what you see.
But the deeper risk often shows up before people leave: high performers disengage, managers operate without clarity and culture becomes inconsistent under pressure
Stabilizing retention is about protecting the people who remain and strengthening the structure that supports them.
That is where revenue stability begins.
