20+ YEARS.
INSIDE THE SYSTEM.
Mike Bratby-Bale is a Talent Acquisition, workforce and transformation leader with more than two decades of in-house experience. His work spans major infrastructure, nuclear, commercial growth and multi-region operations, from building recruitment functions and leading high-volume mobilisation to ATS transformation, workforce planning and executive partnership.
BUILT:
In-house recruitment capability and operating models from the ground up.
LED:
Talent strategy, teams, and delivery across complex, regulated environments.
CHANGED:
Technology, process, governance, and decision-making - not just vacancy output
Our Offering
What We Do
01
Talent Strategy
Operating models, target state design, workforce priorities, recruitment strategy and executive advisory.
05
Workforce Planning
Demand modelling, hiring forecasts, mobilisation planning, capacity analysis and translating business plans into talent requirements.
02
Hiring Process Optimisation
End to end process design, bottleneck removal, governance, decision quality, role definition and candidate experience.
06
Sourcing & Market Intelligence
Talent mapping, competitor intelligence, location analysis, salary insight, supply and demand, direct sourcing strategy and pipeline development.
03
Talent Acquisition Transformation
Function redesign, capability building, stakeholder reset, delivery model change and embedded transformation leadership
07
Recruitment Delivery
Interim leadership, delivery stabilisation, high volume mobilisation, critical hiring programmes and hands on intervention where delivery needs rebuilding.
04
Recruitment Technology
ATS and HCM selection, implementation, optimisation, workflow design, automation, integrations, adoption and data quality.
08
Agency & Supplier Strategy
Dependency reduction, PSL redesign, supplier governance, direct hire capability and commercial control.
09
11
13
EVP & Attraction
Employer proposition, attraction strategy, channel effectiveness, campaign design and improving how the organisation competes for talent.
Recruitment Performance
KPI design, management information, funnel analysis, cost and productivity, quality measures and identifying what actually drives outcomes.
Capability & Leadership
Recruiter capability, hiring manager education, team structure, leadership coaching and building capability that remains after the engagement ends
10
12
14
Assessment & Selection
Selection architecture, interview design, assessment consistency, hiring manager capability and better evidence at the point of decision.
Hiring Maturity
Diagnostic assessment across strategy, process, capability, technology, evidence and delivery, including the MβB Beta Test™
Embedded Expertise
Project, programme, interim or advisory support, depending on what the system actually needs.
Our Values
These are not statements for the wall. They are the standards by which we reach conclusions, judge outcomes, challenge assumptions, and leave capability behind. Each one is written to be tested - because a value only matters if it changes how the work is done.
Evidence Over Opinion
We separate what we know, what we infer, and what we recommend. Every conclusion must have a defensible basis - and every assumption remains open to challenge.
Test It: ask what sits behind any number, conclusion or recommendation. We will show you the evidence and explain the judgement.
Activity Is Not Outcome
Busy is not the same as effective. We measure success by what changed, not by how much work was performed.
Test it: Every engagement must produce a decision, changed practice, or measurable improvement you can point to - not simply a report you can file away.
Nothing Is Accepted By Default
Capability Outlasts Us
The metric, the process, and "the way it has always been done" are all hypotheses until the evidence supports them. That includes our own thinking. We challenge the work without diminishing the people who built it. The purpose is to understand what is true - not to prove who is cleverest in the room.
Test It: Disagree with us. We will examine it with you, change our view when the evidence demands it and never confuse challenge with combat.
Lasting change must work for the people expected to carry it. We build alongside them, drawing on their experience and transferring the understanding, tools, and confidence required to continue without us.
Test It: Ask what your people can now understand, decide, and do - not only what we delivered.