Results

Proof, not promises.

Three recent engagements, told plainly: the situation, what we did, and what changed. Client names withheld under confidentiality; references available on request.

Fintech Scale-up, 60 to 240 staff

Scaling hiring 4x without lowering the bar

The situation. A payments scale-up needed to quadruple headcount in 14 months after a Series B. Offer-acceptance was 54% and managers were improvising interviews.

What we did. We built a structured hiring engine: role scorecards, trained interview panels, an employer-brand refresh, and weekly pipeline analytics owned by a talent lead we helped hire.

4.2x headcount growth delivered on schedule
87% offer-acceptance rate, up from 54%
Manufacturing Enterprise, 3,800 staff

From compliance findings to clean audits

The situation. A regional manufacturer carried recurring payroll audit findings across three markets and a backlog of unresolved grievances that had reached the board.

What we did. A full payroll and policy remediation: consolidated payroll operations, rebuilt contracts and handbooks, retrained HR officers, and installed a grievance process with tracked SLAs.

0 audit findings in the following two cycles
31 days average grievance resolution, down from 9 months
Healthcare Mid-size, 900 staff

Halving attrition in frontline teams

The situation. A hospital group was losing nurses and technicians at 34% annually. Exit data was unread; engagement surveys were run but never acted on.

What we did. A diagnose-first engagement: attrition analytics, manager listening labs, a rebuilt shift and progression framework, and quarterly action reviews chaired by the COO.

16% annual attrition, down from 34%
2.1x internal promotion rate for frontline staff
Clamad rebuilt our hiring and performance systems in one quarter. Attrition halved, and for the first time our managers actually trust the process.
Chief People Officer Enterprise technology client, 4,200 employees

Your people function could be the next case study.

Book a consultation