GRIT Client Intake Form
Thank you for your interest in GRIT Talent Solutions, the one-stop-shop for unlocking the power of your people! This 5 minute form will provide all the information needed for us to determine the starting point of building your customized talent ecosystem.
Contact Information
Your Name:
First Name
Last Name
Your Title:
Your Email:
example@example.com
Company Information
Company Name:
Company Industry:
In what stage is your business growth?
Start-up
Late Stage start-up/Pre-IPO
Scaling Organization
Mature Organization
Non-Profit
Other
Company Size (number of employees):
Do you have employees outside the US?
Yes
No
What type of employees does your company have (check all that apply):
Corporate Exempt
Corporate Non-Exempt
Field Exempt
Field Non-Exempt
Contingent Workers
Contractors
What else should we know about your company?
Team Effectiveness
In what phase of development is your Executive Leadership Team?
Forming (still getting to know each other, some newer members to the team and/or unfilled roles on the team)
Storming (in the process of determining routines, how you work together, and how to effectively communicate)
Norming (team has routines, goals, communication best practices, and accountability mechanisms in place)
Performing (team is well established, running effectively, achieving goals, and mechanisms are scaled through the company)
Rate how your Executive Leadership Team is doing at each of the following:
None of the time
Some of the time
Most of the time
All the time
We communicate well
We trust each other
We are able to scale to meet the needs of the team/business
We drive effective change management
We have collective goals and hold each other accountable to them
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Talent Philosophy
To what extent has your Executive Leadership Team aligned on the following?
Conversation not started
Identified the need but haven't discussed
We have discussed but haven't aligned
We have an aligned point of view
Driving a performance culture
Behavior based talent processes
Talent Differentiation (e.g. High Potential, DIEB)
Transparency in talent processes
Manager Accountability
Establishing a talent marketplace
Talent Management
To what extent have you established the following?
Not started
Built but not deployed
Well Established and working
We need to break and rebuild
Performance Management Process
Talent Review Process
Promotion Process
Succession Planning Process
Competency Framework
Core Values
Organizational Design
In the last 6 months, our company has:
Increased headcount in order to scale and/or added new teams, levels, or roles
Maintained headcount, mostly backfilling roles with light incremental headcount adds
Slowed hiring significantly
Paused all hiring and/or executed a reduction in force (RIF/Layoff)
Our organizational staffing levels feel:
Lean
Just right
Overstaffed
Unsure and need help determining
To what extent is each of the following true for your organization?
Not true at all
Somewhat True
Mostly True
Extremely True
Span of Control parameters are well defined
We are optimized to support the business
There is clarity of expectations by role and level
The difference between a manager and an individual contributor is well defined
It is easy to understand who does what
Talent Programs
Please indicate additional support you are in need of (check all that apply):
Leader Development (Front Line Manager, Scaling as a Leader, Executive Development)
Building a Mentorship Program
Learning Journeys (career tracks, rotational programs, high potential programs)
Building a competency model
Goal Workshop and Design
Internship Programming
Core HR (HR org design, compliance, system and tools, SWOT analysis)
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