Hiring Process Advisory
Many consultancies struggle not because strong PMs aren’t available, but because their internal approach to defining roles, assessing capability and structuring interviews isn’t aligned with the reality of the PM market. The result is missed talent, misaligned expectations, and hiring decisions that don’t align with delivery need.
Advising with perspective
We support organisations in reshaping the way they think about Project Manager appointments. That means helping define roles clearly, aligning expectations with capability, and ensuring that assessments genuinely measure what “good” looks like in consultancy delivery environments.
What this work typically includes
Clarity around PM role design and competencies
Defining what success looks like at APM, PM, SPM and AD
Structuring interview processes to assess delivery reality, not theoretical capability
Aligning expectations internally between leadership, HR and delivery teams
Why this matters
Better structure leads to:
Better understanding of the talent landscape
Clearer expectations for both candidates and hiring teams
Stronger hiring decisions
Reduced frustration on both sides
Because this advisory work is grounded in lived consultancy PM experience, the guidance isn’t abstract. It’s shaped by an understanding of how roles actually operate day-to-day.
If you want to strengthen the way your organisation attracts and evaluates PM talent, we can help you build something robust, practical and trusted.