Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.
Richard Branson,
HR Consulting

HR consulting services for IT and STEM businesses in Kyiv, Ukraine

Analysing the State of Affairs
Decomposing currently established system (people, processes, problems, strengths, blank spots, plans, experience, etc.). Drawing the whole picture and composing improvements roadmap.
Gathering all conscious and unconscious, obvious and non-obvious requirements, expectations and wishes. Working with company experts on building a complete and transparent profile definition.
Describing Profiles
Assessment Process
Designing in-house assessment structure: stages, pipelines, roadmaps, tools, interconnections, people, their roles and responsibilities, questionaries, tasks and approaches, decision making methods.
Knowledge Map (Hard Skills)
Defining areas of knowledge for every profile. Building their detailed structure. Specifying core points. Applying weights. Elaborating questionnaires and tasks. Designing testing approach.
Hiring Process Tune Up
Defining core professional qualities for the company and every particular profile. Defining priorities, ladders of levels, indirect effects, patterns of absence, and evaluation and development approaches.
Competency System
Candidates eXperience
Defining contact points and interaction approach. Designing feedback gathering system. Describing communication strategy. Establishing communication with marketing. Training a team.
Employer Branding
Company identity and values. SWOT. Analyzing marketing activities, instruments and expressions, overall image and its gaps. Designing attraction approach and further improvements plan.
Process Management
Setting up applicants tracking system. Defining roles & responsibilities. Drawing process roadmap and interconnections. Designing reserve lanes. Describing feedback and control system.
Internal communication
Identifying blockers and optimally working connections. Mediating potential and/or hidden conflicts. Composing the list of influencing and people factors. Defining control methods.
Team Training
Improvement Goals
Discussing the process with a team and gathering versatile feedback. Conducting retrospective analysis. Defining future improvements plan (setting up goals, milestones, resources, timetable, etc.).
How to attract people and sell the company. Soft skills and their assessment. Conducting interesting interviews. Candidates experience. General recruitment concepts.
Hiring Plan & Reserve
Setting up hiring priorities. Defining goals, recruitment strategy and milestones for the nearest year. Building non-stopping process and candidates pool for hiring the strongest possible team market avails.
Composing structured checklist of first days actions. Defining improvement areas and approach for setting probation period goals. Arranging mentoring and initial education system. Getting to the team.
Competences Structure
HR Audit ⧸ Processes Maturity
Bottlenecks ⧸ Performance
Culture Foundations
Market Situation
Analysis & Audit
Growth ⧸ Degradation Factors
Every management instrument is built on a feedback loop by its definition. Some instruments give clear timely and space- local feedback. But a lot of them are are informal, entangled, obsolete, messy, non-clear and so on.

Some processes (like HR ones are by the definition) do not provide obvious and localized feedback. This eventually leads to multiple miscommunications and systemic aberrations.

System analysis (with its multiple approaches) is that instrument that provides you with a set of tools necessary to guarantee you clarification of any process or question.
Minds are equipped for certainty and linearity, while we must make
long-term decisions in a non-linear probabilistic world instead
Core HR Systems
Compensations & Benefits System
Corporate Identity & Culture Foundations
Competency and Knowledge Structure
Strategic Goals Setting
Accounting & Payroll
Legal support
Firing & Outplacement
Stability Factors
Retention policies
The cost of employee turnover is extremely high (any retention step is cheaper by far). The goal is to build the system of checks and balances that makes resignation disadvantageous, uncomfortable and not an easy step. And counteractive to fluctuations thus.
Hiring Plan
There is always a natural people drain from any team. Every such case leads to corresponding drawdown. Moreover, a standard resignation takes 2 weeks, while an average hiring takes 3 months. A pool of pre-selected and motivated candidates (both internally and externally) gives the opportunity to minimize negative effect of turnover.
Disaster planning
Stability of any operational process is built on people who can make it running. However situations can appear when a few core people pull off simultaneously and everything goes out of control. In such a case you would surely like to have a stabilization plan with all preparations done before.
Reserve & Pool
Planning is needed, 'cause companies usually initiate hiring process being induced by specific local concerns only. This road constantly leads to urgent hiring and schedule breakdowns. To hire the strongest people possible constantly and secure operational process you have to use the opposite non-stopping approach.
Long-term goal of hiring the strongest people possible. No urgent hires. Building a non-stopping process.
Building a pool of pre-selected and engaged candidates to minimize negative effect of turnover.
Building the system of checks and balances that makes resignation counteractive to fluctuations.
Stabilization plan and preparations needed for a case of a few core people joint resignation.
Employer Branding
Communication and Sales Training
Candidate eXperience System
Publicity Management
Community Management
Corporate Identity Foundations
Alumni Management
Talent Pool Cooperation
Communication Strategy
Internal Labour Brand
Culture and Climate
Corp Identity & Culture Basis
Code of Rules & Traditions
Event Management
Office Space Improvement
Conflicts Mediation
Concept of Success
Psychological Support
Miscompetencies Monitoring
Satisfaction Control
Human psychology is experience based and is event-focused thus. We're helping make events valuable and connected to company culture and goals. Generating ideas, briefing targets, coordinating preliminaries & supervising onsite.
Upgrading the culture to the level, where every conflict is systematically and correctly solvable. Qualitative mediation is that versatile foundation for solving any types of conflicts between employees, management, and others.
Diving to the company conceptual roots. Defining what actually retains the company's integrity and sustains the company success. Defining coordinate grid, registering values and tools for their elaborating and spreading.
Analyzing actual company's currents in order to get to their roots and elaborate core values. Rethinking ⧸ recomposing the rules and building the whole structure (of both obvious and non-obvious ones). Drawing the code.
An office is a part of a company identity and culture, its attitude to operational process and employees, its brand and face. It's a place we live one-third of our lives. Ergonomics, feng-shui pholosophy, Toyota 5S and interior design.
Connecting the images of company success and personal ones. Building the sense (internal reason) of doing work and the feeling of personal potential realization and fulfillment. Setting a goal for ambitions.
Helping managers and employees handle with their internal emotional reactions to changes in the company, conflicts, domestic and personal affairs. Supporting people in their growth concerns.
Building personal miscompetency maps (simultaneously with competency ones) for every employee. Constant gathering of information from different sources. Analyzing it and designing the ways for getting rid of it.
Constantly gathering feedback from employees about their situation on work and around. Getting obvious insights and those can't be told to coworkers and managers. 1-to-1 and in groups. Providing tune up recommendation.
Identity & Culture. Co-ordinates system values and elaborating tools
Code of Rules. Analyzing currents, rethinking traditions, composing code
Event Management. Connecting events to company culture and goals
Office Space Improvement. Interior design, ergonomics, Toyota 5S
Conflicts Mediation. A culture where all conflicts are solvable
Concept of Success. Connecting company success with personal one
Psychological Support. Supporting people in their growth concerns
Miscompetencies Monitoring. Personal maps, ways to get rid of
Satisfaction Control. Gathering feedback & insights, troubleshooting
Communication Skills Training. This competence is a big cluster of soft skills built of self awareness, understanding the others, knowing how to interact and influence and so on. We can get across this structure of skills, identify miscompetencies and seed skills.
Internal Communication
Knowledge Sharing and Information Flow Design. Business organizations are being built on information transferring. Healthy and effective informational channels form foundation for effective management.
Backwater and Bottlenecks Analysis. Analyzing actual information flow and finding halting points. Both absence of documentation and dumb manager stop knowledge transfer.
Idea Bank and Feedback Gathering System. While being a simple concept an `idea bank` encounters complex structuring problems and almost always quickly depletes. We know how to overcome this.
Mediation and Facilitation. Mediating conflicts and negotiations. Helping to communicate changes. Facilitating meetings and brainstorming sessions. Arranging the flow of strategic sessions.
Map of Contacts. Despite an actual organizational structure, a lot of information spread by informal channels. The real world information spreading roadmap help managers understand how information and knowledge flow within a company indeed.
Map of contacts. Information spreading structure to get into real world data & knowledge flow.
Communication Skills Training. Structuring, identifying mis-competencies, seeding skills.
Information Flow Design. Improving approaches for transferring knowledge and data.
Backwater and Bottlenecks Analysis. Finding information flow halting points, taking it away.
Mediation and Facilitation. Conflicts. Negotiations. Changes. Meetings. Sessions. Processes.
Idea Bank. Solving the core problem of live structuring of incoming knowledge flow.
Developing a culture with a high value of knowledge & growth. Designing ways for knowledge and skills sharing ⧸ transfer. Building a system for unraveling incentives and applying stimuli. Designing a system for process management, foundations development and getting feedback.
Current Team Assessment. Building assessment structure. Conducting assessment center interviewing for everybody in the team. Composing a versatile report about the team and everybody in it. Providing recommendations for further growth. Setting education priorities and goals.
Performance Management. Gathering all possible metrics, designing actual harm-free KPIs, building goal-setting and execution control system (based on OKRs approach). Developing updates for comp&ben system.
Development & Growth
Assessment Structure. Composing the map of knowledge and competencies for every job profile. Designing approach for it's transparent evaluation. Building the system of periodical evaluation and its integration to company business processes.
Internal Education Center. Building the structure of needed knowledge and skills, inviting and testing specialists, developing education program, managing the process, building feedback loop, setting up assessment system. conducting trainings, mentoring & coaching.
Career Planning System. Defining education goals and roadmap, supporting with setting business/career goals, composing a plan for achieving business results, conducting results tracking and providing consultancy support, troubleshooting issues encountered.
Developing culture with high value of knowledge & growth. Knowledge map, incentives, feedback, processes.
Team Assessment. Structure of assessment. Interviewing everybody. Report. Recommendations. Goals.
Performance Management. Metrics. Harm-free KPIs. OKR based goal-setting. Execution control. Comp&ben.
Assessment Structure. Map of knowledge and skills for every profile. Evaluation approach. Integration.
Internal Education Center. Structure of knowledge and skills, specialists, program, process, coaching.
Career Planning System. Goals and roadmap, results tracking, consultancy support, troubleshooting issues.