战略研究和咨询

通过战略性人才和劳动力规划解决方案帮助企业保持领先地位

我们与首席执行官和董事会成员合作，以实现他们的战略目标
与我们的专家交流

为您的战略性劳动力规划提供创新的人才智能解决方案

市场和行业分析

我们监测并分析市场趋势、竞争动向及其影响。我们从全球 进行的访谈和研究中收集这些见解。

市场和竞争对手分析

我们的全面分析侧重于市场动态和竞争对手战略，这有助于我们识别人才。我们深入的人才情报流程包括审查组织结构、战略方针和领导层概况。

关键问题情报

我们分析可能会影响您的人才目标的薪酬趋势和监管变化等关键问题。我们使用竞争情报工具来评估和识别领导人才。

我们的战略客户研究和咨询服务

什么是战略客户研究与咨询？

我们提供以组织效率和人才领导力为重点的战略见解和可行指导。我们的咨询服务帮助企业驾驭复杂的变革，使其人才战略与不断发展的业务目标保持一致，预测人才发展趋势，并建立富有弹性的企业文化。通过量身定制的研究和深入的市场情报，我们使领导者能够做出明智的决策，从而提高组织绩效，使员工茁壮成长。

我们报告什么？

通常情况下，我们会提供有关行业运作方式、专业知识和专业化程度、谁控制着哪些业务、薪酬结构以及薪酬基准等方面的情报。

我们的方法

这是一个与客户合作的过程。我们谨慎行事，协助您做出积极主动、具有前瞻性的决策。我们的团队与行业专家合作，提供涵盖人员战略各个方面的全面审查。我们使用各种公开和专有数据，这使我们能够为每位客户解读这些信息并将其与具体情况相结合，从而提供相关的见解和战略建议。

项目实例

收购尽职调查

  • 确定收购后保留的明星。
  • 评估文化契合度以及合并可能带来的短期和长期后果。
  • 目标公司的离职分析。谁离开了，为什么？

感知研究

  • 为客户提供反馈，以影响其市场营销和更广泛的企业战略。
  • 这一过程包括分析人口统计数据、进行离职访谈和市场访谈，以确定需要改进的领域。

行业分析

  • 对目标行业进行研究和报告，以支持战略计划。报告该行业如何运作，并确定整个市场的关键人物，以组建团队。

监管变革的影响

  • 监管变化背景下的基准和见解。

竞争对手情况

  • 明确竞争对手的战略。
  • 了解竞争对手组织变化的影响，为招聘计划提供依据
  • 关于长期股权投资计划和薪酬基准的薪酬情报。
  • 趋势分析，评估竞争对手未来的弱点。

继任规划

  • 对目标行业进行研究和报告，以支持战略计划。报告该行业如何运作，并确定整个市场的关键人物，以组建团队。

阅读我们的免费报告：并购中的人力尽职调查路线图

获取报告
Strategic MA Human Report ebook cover

联系我们申请薪酬基准和薪酬报告

我们为金融服务、技术、咨询和专业服务领域提供定制的薪资和薪酬报告。

请联系我们的团队进一步讨论。

CASE NOTE 01 | STRATEGY CONSULTING AND AI ADVISORY

Building an AI advisory practice for a global strategy consulting firm

Client: Global strategy consulting firm, name redacted.  

 Status: Confidential.

Context

Retained to help build the firm’s new AI advisory practice, a strategic growth priority. The mandate anchors the capability with senior product leadership.

Challenge

The brief pairs applied AI and software product depth with a record of originating and selling complex senior advisory work. Appointees have to operate credibly with chief product, technology and data officers, and with private equity technology teams.

Approach.

Built on a 12-month partnership with the firm, working as a retained search partner across the practice. We source senior product leaders who bridge applied AI, software product and advisory sales.

Outcome

Four senior appointments completed and three further appointments in progress, alongside more than 500 management consulting hires delivered across the practice.

Results

Senior appointments completed
0
Further appointments in progress
0
Consulting hires across the practice
0 +
Partnership length
0 months

CASE NOTE 02 | CONSULTING AND DIVERSITY

A five-year programme to build a female partner pipeline

Client: Global professional services firm (Big Four), name redacted.

 Status: Confidential.

Context

Over five years we ran a series of executive searches and pipelines to build lasting engagement with senior female talent across the firm’s UK and Middle East practices.

Approach.

Success depended on the client giving additional time to engage female talent, flexibility on traditional career-path criteria, a supportive interview process with diverse interviewers and sponsors, and candidate access to senior leaders.

Outcome

Of 23 Partner appointments made since 2018, 65 per cent were female.

Results

Partner appointments since 2018
0
Female
0 %
Programme length
0 years

CASE NOTE 03 | TECHNOLOGY AND DIGITAL, DIVERSITY

Appointing female SAP leaders across EMEA

Client : Global technology and consulting firm, name redacted.  

 Status: Confidential.

Context

An EMEA-wide engagement in 2023 and 2024 to appoint female SAP leaders in finance and supply chain transformation.

Approach.

We mapped 143 female partner-level targets in SAP consulting across the region.

Outcome

Two female Partner appointments: an SAP Centre of Expertise Partner for Denmark, and a pan-European SAP market Partner.

Results

Female partner-level targets mapped
0
Female Partner appointments
0

EMEA

Region

CASE NOTE 04 | STRATEGY CONSULTING AND DIVERSITY

A global pipeline to diversify a regional consulting team

Client: Global management consulting firm (MBB), name redacted. 

 Status: Confidential.

Context

The firm set out to improve diversity in its Middle East consulting team at Partner-1 and Partner-2 levels. Regional diverse talent was scarce, so we recommended a global pipeline of candidates open to relocation.

Approach.

We searched Tier 1 and Tier 2 strategy firms and industry candidates with strategy backgrounds, built three pipelines by availability to relocate, and approached 13 per cent more female targets to balance the outcome.

Outcome

Every individual hired from the pipeline was gender diverse.

Results

Pipelines built
0
Additional female targets approached
0 %
Gender diverse hires from pipeline
0 %

CASE NOTE 05 | BUSINESS SERVICES, PRIVATE EQUITY BACKED

Executive talent partner through a year of transformation

Client: Global data and information services firm (PE-backed), name redacted.  

 Status: Confidential.

Context

Following private equity investment, this data and information services business appointed us as its executive talent partner for a year, supporting all senior hires through an accelerated transformation.

Approach.

A dedicated, account-managed team ran multi-geography searches across the Americas and Europe, with a gender-balanced senior team set as a defined metric and clear expectations on both sides to keep pace.

Outcome

33 appointments in 12 months, at a 52 per cent female and 48 per cent male balance, supporting the investor’s transformation of the business.

Results

Appointments in 12 months
0
Gender balance
0 % female
Engagement length
0 months

CASE NOTE 06 | STRATEGY AND OPERATIONS, PRIVATE EQUITY BACKED, CAPABILITY BUILD

A three-year build for a private equity backed consultancy

Client: UK strategy and operations consultancy (PE-backed), name redacted.

 Status: Confidential.

Context

With private equity funding in place, the firm wanted rapid growth without lowering its talent bar. We were engaged on a three-year programme.

Approach.

A dedicated, account-managed team delivered across multiple mandates: building Digital, Aerospace and Defence, and People and Change service lines, alongside a consistent senior pipeline.

Outcome

Over 60 senior hires. Partner-level gender diversity rose from 4 per cent to 20 per cent, including female Partners and Directors in new sectors: Defence, Energy, Transport and Aerospace.

Results

Senior hires (3 yrs)
0 +

4% to 20%

Partner gender diversity

New service lines built
0

CASE NOTE 07 | STRATEGY AND DATA ANALYTICS, CAPABILITY BUILD

Accelerated service line builds across ASEAN

Client: Global professional services firm (Big Four), name redacted.

 Status: Confidential.

Context

The firm set out to accelerate its Strategy service line in ASEAN, a global growth priority, with the ambition to quadruple the practice over four years through multiple Partner hires and team lifts. A parallel programme grew its Data and Analytics practice in the region.

Approach.

A dedicated, account-managed regional team gave the programme ongoing momentum. The task was to convince top talent, including MBB Partners, to consider the firm as a destination for strategy work, working closely with sponsoring Partners to land preferred candidates. For Data and Analytics, we appointed a regional lead Partner first, then country Partners across Singapore, Malaysia and Indonesia.

Outcome

12 Partners appointed across Singapore, Indonesia and Malaysia, including a three-Partner team lift from an MBB firm, spanning restructuring and turnaround, consumer goods and retail, life sciences and healthcare, government and public sector, TMT, digital strategy and operations strategy. A follow-on engagement in MENA delivered four further Partner appointments across the UAE and Saudi Arabia.

Results

Partners appointed (ASEAN)
0
Team lift from an MBB firm
0 Partners
Follow-on appointments (MENA)
0

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