Talent Advisory
Talent advisory for better business decisions.
The Rivya Partnership helps leadership teams make clearer decisions about talent, leadership and workforce strategy. We begin with the business question, then advise on the people decision that answers it.
The business problem
The question before the appointment.
Most talent problems are described as hiring problems. A role is open, a team is stretched, a leader has left. The underlying question is usually different: what does this organisation need to be able to do next, and who is required to do it.
We work alongside owners, boards and leadership teams as an independent adviser. We examine the objective, the market, the existing team and the risk, then set out the options. Sometimes that leads to a search. Often it leads to a different decision entirely.
What it includes
The work itself.
- Talent strategy aligned to commercial objectives
- Leadership planning and team design
- Workforce strategy and capability review
- Succession and talent risk assessment
- Organisation growth planning
- Independent market intelligence to support the decision
Talent Advisory
Talent advisory for better business decisions.
Who it is for
- Business owners and founders
- Chief executives and managing directors
- HR and people directors
- Private equity portfolio leaders
When clients involve us
- Before entering a growth phase
- Before a senior appointment
- Before restructuring a team
- Before entering a new market
- Before building a leadership team
- When succession risk is unclear
Relevant sectors
Frequently asked questions
The questions clients raise most often before we begin. If yours is not here, ask it directly and you will get a straight answer rather than a proposal.
- How is talent advisory different from executive search?
- Advisory begins before the appointment. It considers whether a hire is the right answer, what the role should be, and how it fits the wider team. Search follows when an appointment is the right decision.
- Do we have to commit to a search?
- No. Advisory work stands on its own. We are paid for the quality of the advice, not the volume of appointments.
- Who do you usually work with on an advisory engagement?
- Owners, chief executives, boards and people directors. The work is most useful where the person we speak to owns the commercial objective as well as the hiring budget.
- How long does an advisory engagement take?
- A focused piece of work usually takes three to six weeks. Longer programmes are structured around a defined cadence with agreed review points.
- What do we receive at the end of it?
- A clear written view of the options, the evidence behind them and a recommended sequence of decisions your leadership team can act on.
Related services
Related insights
Partnership over transaction
Let us talk about the decision ahead.
Tell us about the business question you are considering. We will tell you plainly whether we can help.