You’ve Outgrown Spreadsheets and Gut Calls. Now Build the People System You Can Scale.
Talent MomentumMaker™ is our 8-week sprint to formalize your people strategy—covering compensation, career tracks, performance, and retention systems—so your team can grow without stalling out.
People problems don’t start with bad people. They start with broken systems.
When your team grows fast, hiring, feedback, comp, and roles can’t run on instincts anymore. Managers start improvising. Growth slows. Top performers get frustrated. It’s not that you did anything wrong—it’s that the next stage needs structure. Talent MomentumMaker gives you that structure, without creating more red tape.
What’s Inside MomentumMaker
Phase 1 — Define What Great Looks Like
We start by mapping your current roles, career levels, and team expectations. Then we co-create a growth track framework so your team knows how to move up—and managers know how to guide them.
Includes:
Career track matrix by function
Level descriptions and skill expectations
Role scoping and org design refinement
Phase 2 — Design Your Comp Philosophy
We help you move from “What do we pay them?” to a clear system your team understands and trusts. Internal equity meets external benchmarks—so decisions feel fair and scalable.
Includes:
Comp philosophy and decision criteria
Benchmarked salary bands by level
Internal comp heatmap + gap analysis
Phase 3 — Build Performance Without Bureaucracy
You don’t need a 9-box. You need a shared rhythm. We install a lightweight feedback system that turns 1:1s, check-ins, and growth plans into real culture-shaping tools.
Includes:
Performance cadence and calendar
Manager 1:1 templates and feedback guides
Role clarity refresh and scorecard alignment
Phase 4 — Retain and Develop Top Talent
We tie everything together into an operating system you can run—so people know how to grow, how to win, and why they stay.
Includes:
Talent review template and flight risk check
Growth plan templates
Quarterly people strategy dashboard
Where MomentumMaker Shows Up
-
Career tracks and role levels take the mystery out of growth. Your team knows how to level up—and your managers know how to lead that conversation.
-
You have a clear compensation philosophy, anchored in internal equity and external benchmarks. No more awkward exceptions or guesswork.
-
With shared expectations and simple rituals, your team gives better feedback, grows faster, and doesn’t rely on HR to chase accountability.
