Careers

We strive to bring the best of ourselves to the job, every day. Our values are at the center of what we do - for our clients and for each other.

Our People

We are a small team of seasoned professionals who come from a combination of corporate organizations, ownership roles in small and mid sized businesses, higher learning and consulting. None of us started in HR. Our people bring a real-world, practical approach to our projects that drives business results and puts people at the center of the conversation.

We have managed teams, had budget responsibilities, and successfully lead, and been impacted by change projects. To put it simply, we have been in our clients shoes. Change projects can be tough. We believe that they deserve to be done well – both for the people impacted and the organizations that they serve. We, quite literally, roll up our sleeves and work with our clients to deliver results. From process design, through to termination conversations, we are in the room and we have a seat at the table. We earn their trust, every day.

We are looking for the atypical professional. The successful entrepreneur who runs a company and works for us part-time, the experienced professional who has managed very large teams and can help our clients do the same, the woman business owner working in the trades, the mom who worked in senior levels of a corporate organization before starting a family.

Everyone here is different, but we share the same values and a work ethic that has driven our growth and allowed us to build relationships with our customers on a level that is unseen in our industry. What we do isn't easy, but it is rewarding. If you're looking for a place to grow, working with clients that value what we do and a team that has your back, we invite you to come run with us. We're going places.

Come Run with Us

Current Openings

Recruiting and Onboarding

Our Recruiting Process

The recruiting process here is fairly involved - we want to make sure that we're a good fit for you and you're a good fit for us. If we feel that your resume matches the skills that need to be successful, we will schedule a phone interview. It's about 45 minutes long and the goal is to explain more about who we are and what we do and get a better understanding of your current skills set and why you're interested in working with us. For some roles, we will ask you to complete a video interview instead of a live phone screen.

If we move forward, the next step is an assessment. Every candidate that we intend to bring in for an in person interview is invited to complete a TriMetrix DNA assessment. It typically takes 30-45 minutes to complete and the result is a report of your observable behaviors (DISC) your motivators (Driving Forces) and Competencies. We use the results to select better questions during the interview.

The next step is an office visit where you will have two behavioral interviews: one with 2-3 consultants on our team and one with Jen, our managing Director. Each interview is between 60 and 90 minutes and gives you an opportunity to get to know each other. We encourage you to come with questions!

If we make you an offer and you accept, we do run a complete background check prior to starting with us. This is the case for contractors as well as employees.

The First 90 days

After we have confirmed your start date, we begin to prepare for your first day. Without spoiling any surprises, we celebrate! Our on boarding process runs for 90 days with a focus on the first day, the first week, the first month and the first quarter with specific checkpoints and goals at each milestone.

Professional Development

On the job development

This is our most common, and most effective, way of training our people. Work shadowing and learning on the job at a client is our best way of developing our people and teaching our processes and methodology for change and transition management.

Off the job development

Off the job development ranges from team offsite meetings (we do two per year), formal training programs, lunch and learn seminars, and on-house internal learning sessions where we will cross train on different processes. Everyone's development plan is different and we look at skills gaps and learning plans during our onboarding process.

Performance management

We have performance conversations on a quarterly basis where we talk about what's worked well over the last three months, what we'd like to improve and what our goals are for the next three months.  We set three goals at the end of the meeting: a client-facing goal, an internal goal, and a learning goal.