Playbooks→HR / People→Professional Services
HR / People playbooks
All 18 HR workflows, with examples and sample data tailored for Professional Services.
Professional services firms compete on talent density and utilization — yet their HR processes often rely on unstructured partner input, ad-hoc templates, and experience-based promotion criteria. High-velocity lateral hiring, retention pressure from competitors, and billable-hour constraints leave little room for manual documentation cycles.
These playbooks inject consulting-specific firm structures, client-facing role expectations, and practice-group context into every HR workflow — so that offer negotiations, calibration panels, and exit interviews produce auditable, evidence-backed outputs instead of email threads.
The Practice
Eighteen workflows organized into four process areas. Each card opens a complete playbook with the process steps, prompts, sample artifacts, and verification gates for end-to-end execution.
Attract & Hire
Role definition, sourcing, interviews, screening, and offer readiness.
Job Description Builder
Turn hiring manager inputs into a role brief, approved job description, and must-have criteria pack
Sourcing Outreach Copy
Create role-accurate outreach messages, channel variants, and approved employer brand copy.
Screening & Candidate Shortlisting
Extract evidence from candidate materials, generate summary cards, and produce a criteria-linked shortlist with risk flags.
Interview Prep (Questions & Guides)
Convert approved role requirements into structured interview questions, evaluation rubrics, and interviewer guides.
Interview Debrief & Consolidation
Consolidate interview feedback into an evidence-backed debrief with areas of agreement, open concerns, and a hiring recommendation.
Offer Email & Negotiation Talking Points
Draft the offer email and negotiation talking points from interview recommendations, compensation inputs, and hiring-risk constraints.
Operate & Support
Background checks, onboarding, employee relations, and policy upkeep.
Background Checks & Hiring Risk Review
Extract and classify background-check findings into candidate risk profiles and a summary table for final hiring decisions.
Onboarding Plan & Welcome Comms
Create a role-specific 30-60-90 onboarding plan, welcome communications, and stakeholder briefing for accepted hires.
Employee Relations Case Summary & Risks
Summarize employee-relations cases, cite facts against policies, and surface compliance risks and cross-case patterns.
Policy / Handbook Update Drafts
Review current policy language, diagnose gaps, and produce compliance-checked redline revisions with change rationale.
Develop & Grow
Performance, learning, promotions, succession, and offboarding capture.
Performance Goals & Review Narrative
Frame performance goals, compare evidence to expectations, and draft a review narrative with a capability-gap summary.
Learning & Development Planning
Translate capability gaps and role aspirations into a prioritized learning plan with targeted development actions.
Promotion / Calibration Panels
Extract promotion evidence, compare cases against shared criteria, and produce calibration narratives for panel review.
Succession Planning
Frame critical-role requirements, assess successor readiness and bench strength, and recommend succession actions.
Offboarding & Exit Interview Capture
Prepare a role-specific offboarding checklist, extract exit-interview themes, and generate follow-up actions.
Reward & Govern
Compensation cycles, engagement insights, and fairness review.
Compensation Review Cycle Analysis
Extract compensation data, compare against benchmarks and equity signals, and produce budget-validated adjustment recommendations.
Engagement Survey Insights & Actions
Frame engagement context, compare survey signals across teams, and produce a prioritized improvement plan with risk flags.
Bias / Consistency Review of HR Artifacts
Review HR artifacts for biased language and inconsistent standards, then produce redline corrections and a bias audit report.