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How We Work Together
Every engagement with The HPC Network starts with a conversation—not a diagnostic.
In one or two working sessions, we get to know your business, understand your growth ambitions, and surface the biggest opportunities and risks in your current approach to culture, structure, and people. Just as importantly, you get to know us—our experience, how we think, and how we work.
From there, we shape a practical way forward that fits your context—whether that’s interim leadership, fractional executive support, or a targeted project—with clear expectations on scope, timing, and investment.
Our work is guided by a systems approach grounded in Lean thinking
Together, these methodologies produce practical, evidence-based, and sustainable solutions that improve engagement, productivity, and profitability.
Transformation rarely fits within one discipline and no single firm can do it all. Over the past 30 years, we’ve built a network of trusted experts in search, outplacement, compensation, leadership development, engagement, Lean, and video storytelling.
The network isn’t the story it’s the capability behind the promise: to assemble the right expertise, at the right time, in pursuit of your organization’s goals.
A Structured, Transparent Assessment & Roadmap Process
Designed for clarity, alignment, and sustainable results at every stage.
Discovery & Fit
We begin with conversations with the CEO/founders and, when helpful, key leaders.
You share:
your goals and growth plans
what’s working well
where execution or leadership feels strained
We share:
relevant experience from similar environments
how we approach building leadership systems
what typically works—and what doesn’t—as organizations scale
Through discussion and questions, we develop an initial point of view on priorities and confirm there is a strong mutual fit. This stage is as much about alignment and trust as it is about problem-solving.
Proposal & Initial Roadmap
Based on those conversations—and our experience—we develop a concise proposal that outlines:
where we would focus first
how we would work together (interim, fractional, or project-based)
expected outcomes
high-level sequencing
fees
This is not a fixed package. We iterate with you to ensure the scope, timing, and investment are right—and that the work is realistic given leadership capacity and business demands.
Assess and Execute
Once engaged, we begin with a focused current-state assessment. This typically includes:
review of key documents and data
targeted conversations with leaders and critical teams
observation of how decisions, priorities, and work actually flow
We use what we learn to sharpen the initial roadmap into a practical, phased plan with clear priorities, owners, and measures. From there, we get to work—building and improving the leadership system alongside you, not around you.
How the Work Gets Done
Our work is hands-on and collaborative — focused on real leadership and organizational challenges, not presentations or standalone workshops.
Leadership Working Sessions
System Design & Installation
Operating Reviews
Leaders actively design, test, and run the systems they will ultimately own. We work best with teams that are serious about change and willing to invest the time and energy to build what will sustain it.
Engagement Models
Engagement models are selected based on the needs surfaced during discovery—not predefined upfront.
Interim Leadership Assignments
Ideal when you:
- Have a leadership gap in HR/People and need someone to own the function
- Are navigating growth, restructuring, or integration
- Need to build and stand up new systems while maintaining continuity
Fractional Executive Support
Ideal when you:
- Have HR leadership in place but want experienced executive support
- Need guidance on culture, structure, or talent without a full-time role
- Want help sequencing work your team can sustain
Project-Based Consulting
Ideal when you:
- Need to address a specific capability or system gap
- Want a defined scope with clear outcomes and timing
What Success Looks Like
Successful engagements result in:
- clearer expectations and stronger leadership alignment
- improved execution speed and consistency
- stronger bench strength and internal capability
- leadership systems that continue to evolve without dependence on external support