Three leadership hires that stuck
A 90-person startup had burned two quarters and two agencies trying to hire senior leaders who would fit a founder-led culture.
Series-A product startup
3
Leadership roles closed
48 days
Average time to offer
100%
Still in seat after 12 months
— The challenge
- —Roles defined by title, not by outcomes
- —High offer-drop rate at the final stage
- —No structured evaluation of culture and stage fit
— What SPARK did
- 01Rewrote each role around 12-month outcomes with the founders
- 02Built a structured evaluation scorecard covering capability and stage fit
- 03Ran a mapped search rather than a database push
- 04Managed offer negotiation and a 90-day integration plan for each hire
— Other engagements
Wage restructuring for the new Labour Codes — at zero added cost
A 700-employee auto components plant had to realign wage structures to the new Wage Code without increasing cost-to-company or reducing take-home pay.
HealthcareFrom founder-led HR to a documented people function in 90 days
A fast-growing diagnostics chain scaling past 300 employees had no policy framework, no documented processes and rising attrition among clinical staff.
LogisticsA full HR function on retainer — without a full HR team
A logistics operator running across five states needed payroll, compliance and employee lifecycle handled properly, but could not justify an in-house HR department.