Why most HR consulting fails
Not because the advice is wrong. Because nothing in the business is built to carry it out. A neat appraisal framework designed in a workshop does not survive in a company that still tracks attendance on a shared spreadsheet, and a policy in a folder gets ignored while the same rule inside the system managers use every day gets followed.
That is why the loop has five steps rather than one, and why the fifth one exists.
1 · See — know what’s true
This is the step that tells you where the money is leaking. Most owners are surprised by the answer.
- AllAboutHR Lens. A six-week health check of your HR. Fifteen areas, each given a score, with the evidence shown. You see exactly which one is hurting you most.
- AllAboutHR Signals. The numbers behind the people problems — who leaves and when, what each exit costs you, and whether anyone is being paid unfairly.
- AllAboutHR Assure. A check of your legal paperwork and your POSH set-up, so nothing is missing if an inspector asks.
- Kinexus Baseline. The same idea, for your systems. Where your information actually sits, how many places it has to be re-typed, and how many hours a week that wastes. More on Kinexus →
2 · Shape — design the system
Turning the findings into rules your managers can actually follow.
- AllAboutHR Blueprint. Setting up the HR function properly — who does what, how many people you need, and the targets each department is measured on.
- AllAboutHR Calibrate. Clear job levels, honest rating scales and the skills each role needs. This is what stops two managers scoring the same person differently.
3 · Source — bring the right people in
Fewer wrong hires. A wrong hire at manager level typically costs several months of salary before anyone admits it was wrong.
- AllAboutHR Search — senior and leadership hires.
- AllAboutHR Flow — bulk and permanent hiring when you need numbers, fast.
- AllAboutHR Campus — hiring straight from colleges through our institution partnerships. RecruitXcel is the main programme.
- AllAboutHR Verify — background checks, so you find out before joining rather than after.
- Alvora Hire — the platform underneath it all. See the software →
How a recruitment mandate actually runs →
4 · Strengthen — enable and engage them
Keeping the people you already paid to hire and train.
- AllAboutHR Academy — technical skills, communication, HR workshops and internships. See the programmes →
- AllAboutHR Lead — developing your managers, usually because the health check showed that is where the problem sits.
- AllAboutHR Pulse — short, regular staff surveys, and more importantly tracking whether anything was done about the answers.
- Alvora HRMS and Alvora Learning — the systems that make it routine.
5 · Sustain — perform, reward, prove
The step most firms skip, because it is where you find out whether the money was well spent.
- AllAboutHR Perform — rolling out appraisals properly: goals set, evidence collected, ratings moderated across managers.
- AllAboutHR Reward — running the increment cycle: salary bands, a clear increment matrix, and fixing any unfair pay gaps.
- AllAboutHR Retain — finding out why people leave while they are still here, and which managers lose the most staff.
- AllAboutHR Proof — we run the same health check nine to twelve months later and compare. If the numbers did not move, we tell you.
Two things sit alongside all five
Managed means we run the HR work for you instead of just advising — part-time or fully outsourced. Build is Kinexus: when a step needs software you do not have, we build it rather than leaving you stuck.
Why this compounds, and a one-off project does not
- We find the real problem. Six weeks, fifteen areas, each scored with the evidence. Most owners are surprised by which one is worst.
- We design the fix. Clear job levels, honest rating scales, rules managers can follow — written for your business, not copied from a template.
- The software makes it stick. A policy in a folder gets ignored. The same rules inside the system your managers use every day get followed.
- We check it worked. Nine to twelve months later we run the same check-up again and compare.
Four promises you can hold us to
- Numbers you can check. Every score comes with the evidence behind it. Where your data does not exist, that is the finding — we will not invent a number to fill the gap.
- You get the person who did the work. The consultant who analysed your business is the one you keep talking to.
- Every promise has a number attached. We will not promise “transformation”. We will tell you what we expect to change, by how much, and when we will measure it again.
- We stay until your team can run it. We train your people and sit in the first cycles with them.
What it costs
Consulting is sold as one of six packages, from ten people upwards. Each says what problem it solves, exactly what is included, and when it stops being the right fit — so you know in advance when it is time to move up.