MAP
One shared “source of truth” that brings all stakeholders onto the same page, identifies over 25% of waste to drive your future operating model.
ANALYSE
An efficiency and automation list that releases admin across your business, connecting teams and minimising risk.
PERFORM
Strategic advice and plan for role realignment, engagement and output, while dashboards track the gains and drive performance.
“Within 30 days, we had a clear roadmap on transforming our organisation and realigning responsibilities.”
SHABEER CHOUDHURY, VICE PRESIDENT
THE M.A.P YOU CAN TRUST.
EFFICIENCY
Efficiency tracker that flags duplicate effort, key dependency, and manual process you can eliminate or automate.
INSIGHT
A strategic MAP that shows every step, inefficiency, opportunity and future potential.
CONTROL
Clear RACI matrix, bringing clarity to responsibilities, whether it be a human, system or AI tool.
DATA
Live baseline metrics and a dashboard template so improvements are tracked, celebrated and defended with numbers.
EMPOWERMENT
People are redeployed to value add tasks that contribute to the mission, whilst systems and tools run repetitive tasks.
MOMENTUM
A 90-day action roadmap that turns analysis into delivery steps your team or CareerVive can start immediately.
“Culture isn’t just the values on a poster, it’s every task your people contribute to, day after day. MAP makes those invisible moments visible, by aligning technology and talent around what really matters.””
Powerful for scale ups building their future operating model and team.
Perfect for SMEs looking realign and drive performance.
CASE STUDIES
We want to show you the power of M.A.P, please have a read of our case studies.
ROLE: HEAD OF PEOPLE
Assignment: Appointed to replace the HR Director with a more strategic partner in the business. We were asked to accelerate the search with a 4 week timeline. We delivered in 1 week with an all hands on deck head hunt search, allowing maximum time for cross training.
Fee: Fixed ROC Retainer, no % fee (saving over £35,000 in traditional agency fees)
Recruit: We knew where to find the right talent, but obtaining it was not easy. We targeted competitors immediately, leveraging our network and our experience finding excellent talent. Pret specifically commented on how well we did in finding talent that fit so well in the culture and had a clear understanding of their needs as a business.
Onboard: Due to the clear cross-over between the Head of People function and CareerVive’s HR Service and S.C.A.L.E model, we were able to support the Head of people deliver onboarding, L&D programmes and review their appraisal process.
Coach: Joining any new company is daunting, no matter what seniority, we were able to help them hit the ground running, align their deliverables and create a 90 day strategy to maximise their time to productivity.
ROLE: GLOBAL RECRUITMENT
Assignment: Recruit Sales, Account Management, Project Management, Design (Creative), Buying, Sourcing, Logistics, Compliance, QA, Finance across London, LA, Shenzhen, Hong Kong.
Fee: Fixed ROC Retainer, no % fee (saving over £40,000 in annual fees)
Recruit: We have a 90% retention rate on roles filled and our average time to fill the role is 4 weeks.
Onboard: We work closely with team leaders and the new hires to drive onboarding, from developing knowledge, deploying skills and orienting them to the culture to showcase globally aligned behaviours.
Coach: At the end of probation, we deploy a Roles & Responsibilities Score System, as part of S.C.A.L.E, which allows us to track performance monthly and contributes to coaching, to help people develop in 3 areas they are learning and grow in 3 areas they are exceeding expectations already to maximise peak performance and their impact.
WARSAW OFFICE
Assignment: Open a brand new office in Poland, with a mission to ensure that every Goldman Sachs office felt like a Goldman Sachs office. This meant that the people needed to be strongly aligned with the culture, which was not going to be easy from just a ‘recruitment’ standpoint. Culture onboarding and coaching was going to be necessary to get this over the line.
Recruitment: Recruited 30 staff to join the company, who expressed clear technical abilities, but more importantly, could work through scenario based questions and display their working style.
Onboarding: Delivered culture onboarding, in support of HR, to align people to the company and ensure they understand what Goldman Sachs was able to offer them, which was competitive and exciting for their careers.
Coaching: Daily meetings with leaders that we had hired and junior members of staff to ensure they overcame imposter syndrome and were clear on their role in the company, maximising time to productivity and ultimately ensuring that the office did feel like a Goldman Sachs office.
OPERATIONS TEAM
Assignment: To help The KHC scale up with their first hires in their customer services and operations department, to drive the business forwards, support customers.
Fee: Fixed ROC Retainer, no % Fee (worked perfectly for cashflow)
Recruitment: We had over 1,000 applicants for these roles, it was a challenging time to get through each person, find out the best people and ensure we delivered a scalable solution to all the people we rejected. We build a free course for everyone we rejected to manage the KHC brand, CareerVive brand and to help people in need of a role.
Onboarding: We worked with the Head of Operations at the KHC on a clear Onboarding strategy and KPIs to track learning progress and efficiency.
Coaching: Weekly catch ups with the new members of the team to ensure they were comfortable on their onboarding journey, to help them develop skills where they had identified they wanted support, for example training our M.A.P process to the Operations Manager to support the streamlining of their business.