If you could change one thing about your business, what would it be…?

Having engaged with multiple recruitment companies around the world over 30 years, we won’t come to you with a prescriptive, off-the-shelf solution. We’ll seek to understand your business, your people & your strategy & we’ll provide you with the guidance, support & direction to deliver your objectives.


We put People before Process because your business performance is a reflection of both the human capital that you build around you and your ability to retain it on a journey guaranteed to be  challenged by change.

Get in touch

If you could change one thing about your business, what would it be…?

Having engaged with multiple recruitment companies around the world over 30 years, we won’t come to you with a prescriptive, off-the-shelf solution. We’ll seek to understand your business, your people & your strategy & we’ll provide you with the guidance, support & direction to deliver your objectives.


We put People before Process because your business performance is a reflection of both the human capital that you build around you and your ability to retain it on a journey guaranteed to be regularly challenged by change.



Get in touch

Consulting channels

Integrations

Advice & guidance on the disruptive human element of mergers & protecting earn-outs

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Due diligence

Seasoned support for investors, uncovering the operational reality of target acquisitions

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Advisory

Guiding values-led owners through smart commercial conditioning, driving scale and profit

More +

Integrations

Advice & guidance on the disruptive human element of mergers & protecting earn-outs

More +

Due diligence

Seasoned support for investors, uncovering the operational reality of target acquisitions

More +

Why us

30

Years in the sector

100

Coached over 100 leaders

40

Traded in over 40 countries 

More About Us

Rory’s expertise and guidance have been instrumental in transforming many businesses. He possesses a unique blend of strategic insight and practical wisdom that sets him apart in the world of business consulting. His ability to analyse complex challenges, distil them into manageable components, and then craft actionable strategies is truly remarkable. Furthermore, his ability to foster collaboration and alignment amongst a team is a game-changer. Rory is the “go-to” for strategic business development.

Nick Booth | Founder | Seventh Wave

Rory is one of the most inspiring leaders I have ever worked with. I have witnessed the phenomenal growth and expansion of international teams under Rory’s direction and the devotion of his management teams. Rory has a brilliant ability to unpick what can sometimes seem like overwhelming challenges to ensure a clear path to success. Rory is someone you need in your corner to make sure you get the best possible outcome.

Hannah Peet | Co-founder | Candidly

Rory has made a monumental impact on Oho as a business, from our initial conversations to map out a 5-year strategic plan to working closely with the senior team to engage and deliver the plan. His ability to unlock the individual potential of the senior team & bring the management team together to be laser-focused on surpassing our initial ambitious plans has been transformational. There have been some real eureka moments when we have come out smiling and buzzing from his sessions, invigorated by what we are about to achieve. 

Roger Wilkinson | Founder | Oho Group

News & Blog

By Rory Ferguson 18 Sep, 2024
Some personal reflections on the last 12 months
By Rory Ferguson 14 Aug, 2024
Managing Upwards
By Rory Ferguson 20 May, 2024
Minimise Disruption, Maximise Momentum
By Rory Ferguson 25 Jan, 2024
Using your integration as a springboard for future growth
By Rory Ferguson 06 Jan, 2024
The start of a new year presents a unique opportunity for leaders to shine and a “banana skin” for the complacent, or the unprepared.
By Rory Ferguson 07 Nov, 2023
Part 2 In the last post we highlighted the key areas for leaders to address when guiding people through a business integration. In summary, they were culture, resistance to change, loss of identity, the communication vacuum and lack of engagement. Integrations are complex and are rarely smooth throughout the process. People will want to understand the Purpose and strategic value of this merger & what it means to them. Inevitably, there will be uncertainty, but if the buy-in and trust is evident, you will secure higher levels of tolerance in preparation for the inevitable turbulence experienced through the integration process. Here are some specific tips for overcoming people challenges in business integration: Communicate early and often: It is important to communicate the rationale and the integration plans to employees as early as possible. This will give people time to process and adjust to the changes and ask questions. Be transparent and honest: Be honest about the challenges and opportunities of the integration process. Avoid the use of smoke & mirrors to avoid difficult questions. Be inclusive: Engage employees from both companies in the integration process. Ask for feedback and recommendations and respond to it. This will help to create a sense of ownership and commitment to the integration. Provide training and support: Promote the skillset and knowledge employees will need to be successful in the new organisation. This may include training on new technology and processes and a comprehensive and inclusive induction. Set new business goals: Give employees across both organisations a sense of shared and collective future purpose and inject energy into their performance and delivery Celebrate successes: Be sure to celebrate the successes of the integration process along the way. This will help elevate the merits of the strategy, boost morale and keep everyone focused and motivated. Successful integrations require a high degree of integrity and courage from leaders. It would be a mistake to underestimate just how influential People are to the integration process. The process itself can be meticulously planned with expertise, templates and project management tools. There is no template to guide People through an Integration.
By Rory Ferguson 07 Nov, 2023
Part 1  When two companies merge, it’s not just brands coming together, it’s cultures, ways of working, and expectations. In a high performing business, loyalty is tribal. It’s the “secret sauce” of any successful business. A merger will often, therefore, lead to conflict and resistance to change which can subsequently directly impact both morale and performance. The consequence is distraction for both parties which can prove costly to both the acquirers and the vendors, particularly when a significant proportion (potentially up to 50%) of their enterprise value is held in deferred consideration, or “earn-out”. Without controlling the integration process, competitors and head hunters will soon smell blood in the water and will quickly, often deliberately start dismantling your business. Here are some of the most common people challenges associated with business integration: Cultural clash: This is a major challenge in many business integrations. Employees from both brands will have different values, beliefs, and working styles. This can lead to division, misunderstandings, conflict, and a lack of trust. Resistance to change: Integration usually involves significant change. This may include changes to job roles, responsibilities, job security and working environment. Loss of identity: Employees may feel like they are losing their identity and values when their brand merges with another. There may be a sense that their proposition and purpose has been diluted and that their “journey” has effectively ended. This can lead to a negative spiral of morale and productivity. Communication Vacuum: Clear communication is essential for any successful integration, but it can be difficult to communicate effectively between two large organisations with different cultures, infrastructures and geographies. Any vacuum in communication will never end well. Lack of employee engagement: If key staff are not engaged in the integration process, it is more likely to fail. They must believe in the new journey and ideally be involved in the planning and execution of the integration process. Leadership & planning are integral to overcoming these challenges. A coherent communication plan should be a central component of the broader integration plan. Leaders will need to step up and create ambassadors throughout the new, enlarged organisation who can then act as evangelists and help control the narrative throughout the complex process of integration. People rather than Process will typically determine the success of your integration. In future posts I’ll share some more specific guidance to overcome some of these challenges. In the meantime, feel free to message me directly for further insight into post-merger integrations & some further ideas on how to best prepare.
By Rory Ferguson 07 Nov, 2023
This post has been somewhat delayed due to some fairly frenetic, post launch activity, but after 30 years as an employee, I am both liberated and delighted to share with you the launch of my own advisory offering, Silver Stag Consulting. I am blessed to have had such a broad & varied leadership career, working with numerous recruitment brands of very different shapes and sizes across expansive geographies and sectors and all at different cycles of growth and health! I’m now really looking forward to sharing the full range of that seasoned experience with a portfolio of brands while continuing to learn and further develop my own skillset in a sector that continues to evolve at pace. The proposition has 3 distinct channels covering: Post acquisition integrations Operational due diligence for investors and business owners in Human Capital Advisory consulting for ambitious, values-led owners The LinkedIn landing page and website are now live & I’d value your thoughts, observations and followship. Thank you to those of you that have already been on the “receiving end” and helped me shape what I believe is a pretty special offering and, of course, the early adopters who are already turning this dream into reality. “The meaning of life is to find your gift. The purpose of life is to give it away.” Pablo Picasso
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