Talent Retention Advisory
I advise fast-growing tech companies on reducing turnover by 10-20% to protect revenue and stabilize growth
Here is what you are facing: Growth is creating instability
- You’re hiring fast and expanding accross regions
- Managers are stretched
- Attrition is high
You don’t know if the issue is onboarding, performance clarity, leadership alignment, or structural gaps.
What you do know:
• Replacing talent is expensive
• Turnover is slowing execution
• Team confidence is uneven
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.
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.
What to do
I help fix these problems: better hiring, onboarding, training, performance reviews, and smoother day-to-day processes.
- Retention strategy
- Org design
- Process streamlining
- Diversity & inclusion
- Program building
- Training
