A CEO, CHRO or business-unit leader with critical-role exposure and unfinished leadership-team talent decisions.
Bring current succession charts, AI analysis, review materials and up to two structured exports. Critical roles are already identified, with access to the leadership decision-makers and agreed confidential handling.
Josh leads confidential conversations, sponsor preparation, the leadership talent review and both progress reviews. Scot checks the evidence and prepares the coverage pack, tracker and progress readouts.
Leaders make coverage and resource decisions and own the assigned actions. A nominated successor is not assumed ready. Ninety-day actions are planned and reviewed, not guaranteed complete during the eight-week cycle.
Weeks 1-2: Confirm roles and decision criteria; interview leaders; deliver a checked coverage brief with evidence gaps. Timing is confirmed after inputs and access are accepted.
Evidence and gaps support the coverage judgments; the decision record includes owners, milestones or explicit deferrals; and both progress reviews are complete. A reviewed role is not a filled role.
Only when role identification, decision criteria, evidence rights or sponsor access require work beyond the coverage-and-commitment cycle. Reuse current charts, AI analysis and review materials that pass agreed checks.
The roles are not yet identified, the leadership team cannot participate or handle confidential inputs, or the buyer expects recruitment, independent assessment, compensation redesign or a full fractional-CHRO service.
Recruitment, independent assessments, compensation redesign, successor-development delivery and a full fractional-CHRO role are separate. Ninety-day actions are planned, not guaranteed complete in eight weeks.
Coverage for up to ten already identified critical roles; evidence and gaps behind leadership judgments; differing views, resource decisions or deferrals; up to three priorities, owners and 90-day milestones; progress and blockers at two reviews.
Illustrative example of the record we use.
The bundles are new pilots. Related case stories describe earlier Ignite work, not this bundle.
Coverage and Commitment Review. Check role coverage and decision evidence; Convene leaders to agree choices and commitments; Review action progress and unresolved decisions.
One team of up to six decision-makers and ten already identified critical roles. One 30-minute sponsor intake; up to six 45-minute confidential interviews; one three-hour talent review; two 45-minute progress reviews. Include a checked coverage pack, decision record, tracker and two owner-update rounds. Use up to two structured exports and existing documents.
Josh: Own the client relationship, interviews, review design/facilitation, sponsor preparation and both progress reviews.
Scot: Check supplied evidence; prepare the coverage pack, tracker and two progress readouts. Provide bounded support.
HR owner: 8-12 hours; sponsor: 6-7 hours; other leaders: about 5-6 meeting hours plus preparation and business actions. Overlapping roles are not additive.
Proposed fixed fee per eight-week cycle with role and team caps, preparation, coordination and in-scope corrections; quarterly renewal is optional and separately scoped.
Additional populations, participants, roles, sources, meetings, workstreams or review periods are agreed as separate scope where relevant.
Proposed pilot scope. We agree the remaining work, usable inputs, responsibilities and fees before starting. Timing depends on accepted inputs and the required people being available. Your team retains approvals and its assigned business actions.
For HR leaders preparing a board, CEO, CFO, or executive review where Talent signals must become a decision.
For leaders defending a specific Talent, HR, headcount, budget, or growth investment.
Scope, responsibilities and what happens next.
