Is the turnover in your key positions in line with your expectation?

How many employees are there in yours company?

Are you bringing in talent that fits your needs now and for the long term?

Do you have a written staffing strategy concerning the use of temporary workforce, staffing agencies, contingency staffing, outsourcing, etc.?

If you are not unionized, do you have a written strategy and plan to address future activity? Has your legal team concurred with this plan? Have you discussed this with your current employees?

If you are unionized do you have strong long-term agreements, relationships and a clear go-forward strategy that leadership and the union support?

Do you have a robust Succession Planning procedure that delivers leaders when they are needed and benefits retention?

Are you or your HR Organization spending an appropriate amount of time on Personnel matters; Safety results/OSHA inspections, Leaves (FMLA, Sick Leave, Vacation, Stress/Emotional), Discipline/Performance Management, court cases?

Is your Workers Compensation rating in line with your industry?

Are your Vision, Mission, and Values known by employees and used in decision-making or they just a picture on the wall?

Do you update your Employee Handbook/Policies and Practices Guide annually and do you have signatures on file for all employees denoting “received, read and understood”?

Do you have clear written procedures and policies covering your most at-risk areas: expense/travel, computer/social media/personal use, etc.?

Do you have clearly defined, ongoing communications methods (e.g., “CEO’s quarterly update” employee newsletters, employee meetings, results scorecards published in employee areas) that effectively let employees know how the business is performing?

Do you have a written Compensation and Benefits strategy?  Is it delivering the expected behaviors?

Are your Bonus/Incentive/Commission plans delivering the expected behaviors?  Are they well understood by all employees?  Will they pass a diversity review?

Are you compliant with all local, state and federal regulations for Wage and Hour, Exempt vs. Non-exempt, Outside workers, Temporary Workers and ERISA?

Is your current Performance Review system considered an annual burden or does it provide ongoing active feedback that is delivering performance growth?

Do you have a proactive Employee Relations program or do you just react to issues as they arise?

Are HR/People analytics used only by Finance/HR or are they part of the company’s decision-making for resources, skills, competencies, ready now, training for new projects, etc.?

Are your Personnel Files compliant: Secure, Separate locations for I-9/Medical/ Hire/Feedback and are line managers aware of these requirements?

Is your Culture equipped for major changes or challenges such as Merger or Acquisition, a business downturn, explosive growth, union changes/incursion(s), etc.?

Do you have a Change Management/Change Readiness process in place? 

Is your training program delivering the skills that you need now and for the future?

How healthy are your sales/revenue?

Characterize how concentrated your sales are among top customers:

What has happened with your market share over the past 2 years?

How happy are you with recent investments aimed at growing sales/revenue (Marketing, Sales, R&D, Service, Customer Service, etc.)?

How to you gather market information and track key market trends?

When did the company last formally assess its reputation and customer satisfaction?

Which of these best describes your brand(s)?

Who manages your companies’ brand(s)?

How do you develop product managers in your company?

How quickly and effectively do you develop and launch new products/services compared to competitors?

What percentage of annual sales is products less than 2 years old?

What would customers say is an issue for your company?
(check all that apply)

What are some of your biggest concerns regarding your company?
(check all that apply)

How effective is your Sales organization?

How effective is your Customer Service organization?

How effective is your Marketing organization?

Check the best descriptor of your business type:

Number of employees in your business:

Have you been a consultant during your career ?

Please provide us with any additional informations or comments you would like to share with us.

Please provide us with a summary of why you are considering consulting for your next career move and why you think consulting is the right thing for you?

What functional areas have you worked in?  Please choose N/A if you haven't done internal or external consulting before.

Have you had a position in a corporation where you were a consultant or adviser to management teams in the corporation?

Do you want to consult full time or part time?

Tell us about your education and certifications.

Have you ever started up your own business?

How many years of manufacturing and distribution experience have you had?

What functional titles did you hold in your last 2-3 roles?

Have you been responsible for business development and managing customers?

Do you have substantial internal selling experience?

In what industrial sectors have you worked?

As part of our process, we do background and reference checks on our consulting candidates. Is that o.k with you?

If you are on LinkedIn, or have your own website, please provide us the URL(s).