PeopleOps
The hire who already understands the plan, because DLP built it.
An anonymised longlist of 8 to 15 candidates narrows to a named shortlist of 3 to 5, fully vetted, before you see a single name. Every search runs against the same intelligence DLP used to build the strategy this hire will execute.
Start a brief directly, or let PeopleOps activate automatically inside an existing DLP engagement once implementation reveals a new role.
Sub-practices
01 — Executive Search
Find the leader the strategy actually needs. C-suite and senior leadership identification and placement. Typical buyer: CEO, Board.
02 — Specialist Placement
Find the expertise that's hard to find twice. Technical, regulatory, or market-specific expertise placement. Typical buyer: HR Director, CEO.
03 — Organisational Design
Structure the team the growth phase actually requires. Structuring teams and reporting lines for a specific growth phase. Typical buyer: CEO, COO.
04 — Workforce Planning
Know the headcount before the budget cycle asks. Headcount modeling, hiring roadmap, and cost-per-hire projections. Typical buyer: CFO, HR Director.
05 — Contractor & Interim
Get the specialist in without a permanent hire. Short-term specialist needs, project-based or transitional. Typical buyer: Project leads.
06 — Talent Audit
Know what the team can actually do before you plan around it. Assessing existing team capabilities against growth requirements. Typical buyer: CEO, HR Director.