A clear, evidence-based picture of the people already inside an organisation. Where the capability sits, where the gaps are, and where the next generation of leaders is genuinely ready.
Internal Intelligence covers succession planning, leadership assessment, team effectiveness, and the development work that follows from each. The output is a strategic picture of human capital that informs every other people decision the organisation makes.
Our intelligence system brings rigour and consistency to every assessment, surfacing patterns and signals a traditional review process cannot.
A rigorous read of the external market against the internal picture. What is genuinely available, how the market compares to what an organisation already has, and where a hire would add something internal development cannot.
Market Intelligence builds relationships with exceptional people before a vacancy creates urgency, and it produces the comparison that makes any external hire decision genuinely informed.
The intelligence behind that comparison is built on richer, more current evidence than any traditional firm can hold, drawn from sources most search firms do not work with.
When the diagnostic concludes that an external hire is the right answer, Origin runs the search. Informed by everything the diagnostic has already produced. Internal succession considered, market mapped, candidate universe already understood.
The search does not start from scratch. It starts from a position of intelligence about what is required and what is available.
Every stage of the search is supported by proprietary scoring and multi-source evidence, so the shortlist is the product of analysis as well as judgement.
Whichever mode we deploy, the work continues into the first twelve months. Our fee is tied to the outcomes we agree at the start, so the risk is shared from day one.
During our analysis we identify the risks most likely to affect a new or promoted leader in their first twelve months. We then agree the KPIs that will mitigate those risks, with the individual and the organisation, and run them as data-driven quarterly sprints across the first year.
Both parties supported. Both parties measured.
This is how Origin honours that shared risk in practice.