“When people talk, listen completely. Don’t be thinking what you’re going to say. Most people never listen.”
Work with us
A conversation, not a pitch.
Tell us what is breaking. We will tell you, honestly, whether we can help.
We qualify our clients as carefully as you will qualify us. We take on a small number at any one time, so a good engagement needs the right challenge, the right moment and the right ambition — on both sides.
We will be honest about whether we can help, and say so just as plainly if we cannot. We ask that you are equally honest about what you need.
No proposal before we have listened, and no charge for listening. A few sentences on who you are, where you work and what is breaking are enough to start.
What happens next
Four steps, no surprises.
The same sequence for every enquiry, whatever its size — so you know what happens before you tell us anything.
Who you are, where you work and what is breaking. No brief required — a few sentences are enough. If you have evidence already, say so; it shortens everything that follows.
We read it and come back with a first view: whether we think we can help, and what a conversation would look like. If we are the wrong firm, we say so here.
A conversation, not a pitch, and no charge. Most first calls are spent on your situation — what is breaking, what you have already tried, what your evidence is telling you.
Some calls end with a proposal for Phase 0 — 4 weeks, scoped on its own, in which we build the plan with you. Many end with a suggestion and nothing else.
Get in touch
Tell us about your situation.
Five fields. Only the last one matters — write it the way you would say it to a colleague you trust.
The symptom you can see, what you have already tried, and whether the board is already asking about it.
The people who would do the work, and nobody else. What you write is treated as confidential from the first line.
tanguy.dulac@peoplecentrix.eu reaches us directly.
90 engagements across 30 organisations since 2006 — 3 per organisation on average, renewed because the first piece of work held up. Some of the organisations that called.
Before you write
What to bring us, and when not to.
Half of a good first conversation is knowing whether to have it.
Bring us
- A mandate with no strategy under it.The board expects one. What exists is a list of who asked. People Strategy
- A strategy that stopped moving, or cannot prove it moved anything.Approved, then starved of attendance — or delivered, with metrics that answer nobody’s question. People Strategy
- A promise nobody can state.Talent picks competitors, new hires leave before their first anniversary, and no manager can say what was promised without the deck. People Centricity
- Numbers that never move.The same engagement scores, the same exit themes, a performance cycle that grades the past and builds nothing. People Centricity
We are the wrong call for
- 200 people in 12 countries by Monday.Scale we do not have. We say so on the first call, not in month four.
- The implementation streams.We hold the programme office and the change office, never the delivery underneath. There is no build we are angling to sell you.
- A platform chosen for you.No vendor partnerships, no referral fees, no preferred tools. Decide what the people function is for first; the technology follows.
- A maturity score.A ladder tells you where you stand, not what to do on Monday.
Questions
Before you get in touch.
What does it cost?
The cost is a function of the plan, and the plan does not exist until we build it with you. That is why every engagement starts with Phase 0: 4 weeks, scoped on its own, in which we co-design the methodology and the project plan. Everything after it is costed against that plan, and you see the number before committing to any of it.
If the budget you have and the work you need are not compatible, the first conversation is where we would both rather find that out.
Who does the work?
A PeopleCentriX team, with the founder in the room from first conversation to board presentation. We never subcontract and we never outsource — no associate network, no partner firm, nobody billed through us who does not work here. Our capacity sets a hard ceiling on how many engagements we run at once, which is why we work with a small number of clients at any one time, and why the answer to when we could start is sometimes not now.
What happens after I submit the form?
You hear from us within 2 business days. Within 2 weeks you have an honest first assessment: whether we think we can help, and what a conversation would look like. The conversation itself is free, lasts 60 to 120 minutes, and is not a pitch. Some end with a proposal. Many end with a suggestion and nothing else.
Do you work outside Switzerland, and in which languages?
Yes. Engagements have run on every continent, for organisations of 500 to 50,000 people. We work in English and French.
Can I speak to a client before deciding?
Yes. Our case studies are anonymised; our client contacts are not. Ask, and we will make an introduction to someone who has commissioned comparable work.
Do I need to be the Chief People Officer to get in touch?
No. Half our work starts with Chief Talent Officers and Heads of Talent Management, and the Chief People Officers they report to. If you are further from the decision than that, say so — we would rather tell you what the decision-maker will need than start a conversation that cannot go anywhere.
Is what I write confidential?
Yes. Your enquiry is read only by the people who would work with you. Nothing you share is used in our writing, our case studies or our conversations with anyone else, and our case studies are anonymised for the same reason. We sign a confidentiality agreement before any document changes hands.
Not at that point yet?
Start with the evidence we would open with.
Both are free, fully sourced and need no form. One tells you what the field is saying this year; the other, what a Chief People Officer’s mandate looks like from the inside. Your own evidence will have to tell you the rest.
A better use of your time than a call you are not ready for.