How the call runs
There is no questionnaire and no slide deck. You talk, I ask follow-up questions, and at the end of the 30 minutes we both know whether it makes sense to keep talking. Four steps that happen on every first call:
A vacancy, a growth phase, a restructuring or a specific HR problem. No preparation, just as it is right now.
Size, timeline, works council, what has already been tried, who decides what in the company.
Which role fits, which scope model, from when I could start, and what I would not offer.
Proposal yes or no. No follow-up calls if you do not want them.
What helps to know beforehand
Not required, but useful: if you have thought through these four points, we get to the core faster.
- The triggerWhat created the need: a resignation, growth, a restructuring, an acute problem?
- The timelineBy when does the gap have to be closed, and is there a fixed date?
- The sizeHow many employees, how large is the HR team, is there a works council (Betriebsrat)?
- What has been triedHas the gap already been tackled internally or through a provider, and where did that fail?
What happens after the call
If it fits, you receive a written proposal within one working day: role, scope, term, day rate, notice periods. One page, not forty. You can accept it, change it or leave it, without me chasing by phone. If you accept, the services contract follows, then system access and first conversations with line managers, and two weeks after the first call is usually the first working day.
If it does not fit, I say so on the call, not by email afterwards. Sometimes the right answer is a different provider, a lawyer, or a permanent hire. Then I say that too.
Which role might fit
If you want to orient yourself beforehand, here are the four roles in one sentence each. You do not need to know which one fits before the call. That is what the call is for.
Interim HR Manager
Full HR ownership, full-time, when leadership is missing or growth has outpaced your HR structures. See the role
HR Business Partner
Sparring for leadership on organisation, compensation, and difficult people decisions. See the role
HR Operations
Processes, systems, and payroll oversight when HR runs but does not scale. See the role
On fixed days instead of full-time: Fractional HR · Overview: HR Interim & Fractional
When I say no
I decline when I am not the right person, and that happens. For groups with several thousand employees and their own HR board member, other profiles fit better. For pure recruiting briefs on a placement fee, I am not the provider. For proceedings before the labour court, you need a law firm, not an interim manager. And if I am not available in your time window, I say so on the call instead of stringing you along.
Frequently asked questions
Does the call cost anything?
No. It is free and without obligation for companies, regardless of whether it leads to an engagement.
How long does it take?
30 minutes, by video call. If we are done sooner, that is fine too.
Do I need to prepare anything?
No, but the four points on this page help us get to the core faster.
What happens afterwards?
If it fits, you receive a written proposal with role, scope and day rate. If not, I tell you so directly on the call.
Do I speak with you or with a sales person?
With me. Nick's Advisory is my own company, there is no sales team screening calls.
Can we hold the call in German?
Yes, German or English, whichever suits your leadership team.