Managed teams
Not people to supervise.A function that runs.
When an organization needs an afterschool program, a tutoring operation or an intervention block to happen rather than a set of vacancies to fill, a managed team takes the function. Responsibilities, supervision, communication and measures are written down before anybody starts.
What is written down first
Six things, or it is not a managed team.
- What the function actually delivers, in terms somebody could check
- Who on our side supervises, and who on yours they answer to
- How communication runs, how often, and who is told when something goes wrong
- Which measures matter, agreed before delivery rather than chosen afterward
- What happens when a person on the team changes
- How it ends, and what happens to the work when it does
A managed team without those six written down is a group of temporary staff with a nicer name, and it fails the same way: nobody is quite sure who is responsible when something slips.
Talent pipelines
The version for roles you fill every year.
Some organizations do not need a team so much as an end to starting from nothing. If you recruit the same three roles every August, a pipeline keeps sourcing running between vacancies so each one does not restart the conversation.
It is scoped as an ongoing arrangement rather than a series of searches, and the fee reflects that. Which one is cheaper depends on how often you actually hire, and we will do that arithmetic with you rather than assume.
Tell us which function needs to run.
Not which roles are open. The function, what it has to deliver, and who it answers to.