Intel, succession, expansion. An advisor in your camp
Strategic counsel for people decisions that matter
Talent consultancy that works for you
Some of the most consequential people decisions a business will ever make expand far beyond agency recruitment.
Whether to restructure ahead of growth. Who should succeed a founder. Whether the business is ready to expand into a new market, or absorb one through acquisition. How compensation should evolve as the organisation matures. Whether the hiring process itself is quietly working against you.
These aren't recruitment problems. They're business problems with people at the centre of them and they deserve a different kind of conversation.
Talent Advisory is where Form operates as a strategic partner rather than a service provider. We work alongside founders, directors, and leadership teams, sometimes on a single, defined assignment, sometimes as an ongoing counsel that evolves as the business does. We're not brought in to execute a task. We're brought in to analyse, think and advise.
Professional people services
Real-time insight into talent availability, compensation benchmarks, hiring trends, and competitor movement across design, architecture, and furniture. The intelligence that informs every other decision on this page.
Translating business ambition into a coherent talent plan. What capabilities you'll need, when, and how to build toward them. Strategy that anticipates growth rather than reacting to it. Honest external assessments of how your business hires, identifying blind spots and building new processes.
Building reward structures that are competitive, sustainable, and aligned to your business stage, from founder-led start-ups to established practices managing pay equity across a growing team.
Counsel for businesses entering new geographies or building new divisions. Understanding the local talent landscape, structuring the founding team, and avoiding the costly missteps that come with unfamiliar markets.
Helping founders and leadership teams plan for transitions with intention rather than urgency. Identifying internal potential, addressing capability gaps, and building a leadership pipeline before continuity becomes a crisis.
Understanding how your business is genuinely perceived by the talent market, beyond assumption, and what that perception means for your ability to attract and retain the people you need.