HR consulting & advisory — software, articles, and glossary
Resources for HR consulting and advisory boutiques: hybrid placement + advisory platform, articles on ATS/CRM/PSA and AI in people services, recruiting and people performance glossary.
Recruitment and advisory are two businesses in one firm
A people boutique usually sells recruitment processes and advisory projects at the same time, and each is measured differently. Recruitment is controlled by funnel, stage durations and quality of hire; advisory is controlled like any services project, with effort, progress and margin.
Trying to manage both from the same view always produces the same result: one of the two ends up in a spreadsheet. They should share clients, contacts and people, but each should keep its own indicators and its own review rhythm.
- Clients and contacts shared across both lines
- Separate indicators for recruitment and for advisory
- Project margin tracked on advisory work as well
- A history of what was delivered, visible at renewal
People data: the part that allows no improvisation
A firm in this sector handles especially sensitive information: assessments, salary expectations, interview notes and sometimes data about its own clients' employees. It is worth deciding from the start what is stored, on what legal basis, for how long, and exactly what leaves the firm with each submission.
Access control matters as much as retention. Testing permissions with a real user from each role, rather than with an administrator account, usually reveals policies that had never been articulated, and it is better to have them clear before the information starts circulating.
- Legal basis, source and consent date per profile
- Automatic expiry for records with no activity
- Permissions tested with one user from each role
- Control over which data is shared with each client
