Embedding executive TA leadership capability in your organisation — without the cost of a permanent executive hire.
This is not a performance problem. It is a capability design problem. Your TA leader was not set up with the strategic architecture they need to lead at the level your business requires — and that is entirely addressable.
Growth, restructuring, M&A activity, and the increasing complexity of the workforce planning agenda have placed extraordinary demands on in-house TA functions. Many organisations have invested heavily in TA delivery capability — but the strategic leadership layer above those teams has not always kept pace. The result is a talented Head of TA or TA Director running a complex function with real operational credibility, but without the executive-level strategic framework the role now demands.
| Without the Programme | With the Programme |
|---|---|
| TA operates as a reactive service function — filling roles as they arrive | TA operates as a proactive strategic partner — anticipating demand, planning ahead |
| Hiring decisions driven by individual manager preferences | Hiring decisions anchored in data, structured process, and commercial logic |
| TA leader struggles to influence at senior levels or present compelling business cases | TA leader operates with executive credibility and earns board-level trust |
| Performance measured by time-to-fill and volume of hires | Performance measured by quality, cost, diversity, and strategic contribution |
| Agency and RPO dependency persists — costs compound year on year | Internal capability grows; external spend is rationalised and controlled |
| No visibility of TA's commercial contribution — function undervalued at board level | TA's impact is reported, evidenced, and recognised as a strategic business asset |
Built for enterprise and large corporate organisations with capable TA leaders who are ready for the next level of strategic development. The organisations that benefit most are those with TA functions that perform well operationally — and whose leaders have reached the ceiling of their current development.
Every engagement is individually tailored. The curriculum covers the complete strategic layer that is rarely accessible through traditional TA development paths — built against current research from Korn Ferry, Deloitte, LinkedIn, Mercer, and PageUp.
The Mentorship Programme is delivered as an organisational licence. Each tier reflects the scale of TA leadership being developed and the intensity of in-person and reporting commitments. All fees are subject to VAT.
The Enterprise Mentorship Licence costs less than a single four-month senior TA interim engagement — and unlike an interim, it leaves every participant, and the organisation, permanently better equipped. For organisations also running a TA Diagnostic, the savings delivered typically fund multiple years of the Mentorship Programme.
| Option | Annual Cost | Internal Capability Built | Commercially Flexible |
|---|---|---|---|
| Permanent VP / Head of TA hire | £150K–£220K+ fully loaded | Yes — if retained long-term | No — fixed headcount, notice periods |
| Senior Interim TA Director (4 months) | £80K–£120K | Limited — exits at contract end | No — fixed term, IR35 risk |
| RPO / Strategic Consultancy | £100K–£300K+ | Minimal — external dependency | Partial — contract-bound scope |
| This Programme (Enterprise Licence) | £72,950 / year | Yes — permanent, embedded capability | Yes — break clause, mentees flexible |