Without the full-time hire.
Your people are your business strategy in motion.
Yet most organisations aren’t tapping the expertise, judgement and creativity their teams actually carry. Simply because they’re still designing how people work and grow with methods built for slower, more predictable times.
Adaptive thinking, faster cycles, a true partnership between human and machine intelligence – that’s what the work now demands.
Stacking more innovation on top of existing silos won’t solve it.
It takes intentional design.
On a fractional basis, you get senior experience design capability embedded alongside your People leadership, helping reshape the foundation, not just adding to it.
You're rolling out AI across the organisation.
The tools are getting the strategic attention, but the choreography between human and machine intelligence is missing.
You're navigating a transformation or post-acquisition integration.
The people side wasn't deliberately designed, just inherited, and the risk of cultural drift and quiet attrition is growing.
You've named employee experience as a strategic priority, but it keeps not happening.
Your People function is at capacity.
What's missing is the senior bandwidth to step back, see across, and design the shift you've committed to.
HOW IT WORKS
Every fractional engagement starts with a conversation to understand where your organisation is now, what’s driving the need for senior experience design capability, and what success would look like over the next six to twelve months.
From there, we shape the engagement together.
Typical commitments range from one to two days a week, over a defined period of three to twelve months, with the cadence and focus designed around what the work actually requires.
You get senior strategic capacity embedded in your team, not a consultant flying in and out.
WHAT CHANGES
With senior experience design capability embedded alongside your existing leadership:
→ Decisions get shaped WITH the people they affect, NOT for them. Their expertise improves the solutions, the involvement builds the buy-in.
→ Strategic priorities start moving. Your People function operates in shorter sprint cycles, with insight, testing and refinement built into how the work happens.
→ Cross-functional work on people priorities stops getting stuck. The design thinking lens cuts through silos that have been blocking progress.
→ You’re seeing change and value as it happens. New ways of working become natural through use, improvements show up continuously, and by the time the engagement ends your team is leading the work themselves.
SETUP
Typical commitments range from one to two days a week, over a defined period of three to twelve months.
Cadence and focus designed around what the work actually requires, with regular check-ins to adjust as priorities shift.
Remote first, with onsite presence when it adds value (typically for kick-offs, key workshops, or critical moments).
Travel and accommodation costs apply for onsite presence outside Bordeaux.
Delivered in English | Swedish | French
PRICE
Quoted on a per-engagement basis.
Based on your team, scope, and ambition.
30-minute call, no pitch or obligation
Just to see if we’re a fit and discuss next steps