Capacity.
Capability.
Promise.
The biggest talent transition of a career. Compete on capacity, not headcount.
This briefing tells you what the talent transition looks like in IT consulting as AI rewrites the firm-worker promise. Read it before someone else writes it for you.
The 10-page briefing. Worth 20 minutes.
One email. One PDF. Worth twenty minutes of your week.
We send it once. Work emails only.
Every CHRO at a mid-sized European IT consulting firm has had the same Tuesday, 8:42 a.m. Three things in the inbox. Your Head of Talent forwarded an exit interview from your second-most-senior platform consultant, fourteen-year tenure, four of your top-twenty client relationships, gone to an AI-native delivery boutique that offered equity and a redesigned consultant role. Your CFO attached the new pricing-architecture document to Thursday's GMT calendar invite with a single-line note. Your Chief Delivery Officer forwarded a note from the works council opening framework-agreement consultations on three Cursor and Claude Code rollouts that shipped without HR in the room.
You do not have a retention problem. You have a pathway problem. Your firm's workforce strategy is being written every week in conversations you were not invited to. The question is not whether to have one. It is whose handwriting the one you already have is in.
Your workforce strategy is being written every week in conversations you were not invited to. Your top fifty read the handwriting last month.
This is the question your CEO is already asking. The briefing below is what you want in your hand before the next GMT.
Talent Gravity. Capability Compounding. Succession Readiness.
Three questions every CHRO is tracking. None of them used to be the same question. They are now.
Are your A-players staying because of you, or despite you?
Your second-most-senior platform consultant resigned on Friday to an AI-native boutique. Your best lateral hire last quarter came from the same place. Your top fifty are reading every Cursor licence and Claude Code rollout as a signal. The two seniors who took recruiter calls last month already decided.
Is the median consultant sharper in December than they were in January?
The top decile is using Claude Code and Cursor daily and building intuition that compounds weekly. The rest are pushing agent-generated tickets through with shallow review. Your L&D budget funds compliance modules and an annual conference. Neither moves the median.
Of your 2030 senior bench, how many came through work that still exists?
Most names on your successor list came through the junior coding production work agents have already absorbed. The external senior hire in 2030 costs a thirty to forty percent premium and brings the previous firm's context.
What you get when you download
An 11-page report for Chief Human Resources Officers at mid-market European IT consulting firms. Designed to be read in one sitting before your next GMT.
Your industry, your people function, and why they are one problem
The pyramid model inverting under AI coding-assistant pressure. The junior academy curriculum teaching work agents have already absorbed. AI-native delivery boutiques offering equity and winning your top fifty. The works council opening framework-agreement consultations on rollouts that shipped without HR in the room. The intersection most CHROs have not named yet.
Four moves across talent, L&D, succession, and trust
Publish the people-and-AI memo the CEO co-signs in your first 100 days. Ship one consultant role redesigned as a triad unit, senior plus junior plus agent ensemble on live client work. Assemble six of your top fifty as the authoring council before the GMT vote. Publish three rules, one escalation, one red line for what consultants can do with AI on client work without asking.
Five questions for your next GMT
What your three best senior consultants would say privately about whether the firm's AI strategy is being done for them or to them. The consultant role redesigned at task level in the last twelve months. The 2030 senior bench and which pathways still exist. The deployment fragments you authored versus the ones you decoded after they shipped. The top fifty asked to author.
Calibrated for each seat at the table.