Two tracks, one team. The Consultant track (360) owns the client and the Job Order — Walter (Desk Lead, Desk 1) with George, and Callum on Desk 2. The Talent Partner track (180) is candidate-only delivery — Jhanine and Bai are co-holders of the Senior Talent Partner seat and both report to the Desk Lead (Walter); Jhanine is cross-desk, Bai is Desk-1-anchored and cross-desk capable. Joyce is a Senior Talent Partner on the same track, reports to the Managing Director, and works cross-desk (Source · Screen · Set). A dedicated Team Leader is the future seat that will own the delivery team as it grows. See How We Work Together.
Titles vs roles. Titles (Principal, Senior, Executive Consultant · Talent Partner) are career levels — what's on the contract. Roles (Desk Lead, and the MD's Director / Ops / Accounts hats) are operational functions. One person can hold several. See Operational Roles.
Director
Business ownership, strategy, P&L responsibility across all desks. Sets company direction and makes final commercial decisions.
Operations Manager
Internal operations: finance admin, technology, compliance, reporting, systems management. Keeps the business running behind the scenes.
Accounts
Invoicing, financial management, payment follow-ups. Works with Xero and Monday.com to manage the billing cycle.
Desk Lead
Runs desk P&L, owns key accounts, mentors consultants, sets BD targets and activity cadence. Accountable for the desk hitting its quarterly target.
Delivery team (candidate-side)
The candidate-delivery function (180). Allocated to consultants' Job Orders, not paired to a person: they Source, Screen and Set candidates to the 24-hour SLA, then hand off once the candidate completes their first interview. No client contact. Joyce is a Senior Talent Partner who reports to the MD and works cross-desk. Jhanine and Bai are co-holders of the Desk-1 Senior Talent Partner seat — both report to the Desk Lead (Walter); Jhanine is cross-desk, Bai is Desk-1-anchored with cross-desk capability. The TP (Tier 1) seat is currently unfilled — reserved for the next delivery hire.
Team Leader (future)
Will lead the Talent Partner team — allocation across JOs and desks, team SLA and quality, onboarding and training. Stood up as the delivery team grows; until then the Desk Lead manages Jhanine & Bai and the MD oversees Joyce's cross-desk sourcing.
pd-data block at build time. Source of truth = the named PD.Consultant track — 4-floor
Talent Partner track — 3-floor
Specialist — scope & SLA
Managing Director — pillars + firm numbers
Consultant track · 360
The client-facing recruiters. They win the business, take the brief, own the Job Order, and run it through to placement and close. EC → SC → PC, led by the Desk Lead.
Talent Partner track · 180
Candidate-only delivery. Allocated to a consultant's Job Order, they Source, Screen and Set — find candidates, qualify them, and get them to accept an interview or consent to a CV share. No client contact.
The handoff. A Talent Partner runs the candidate funnel up to the first interview. Once the candidate has had that interview, the owning consultant takes them forward — later rounds, offer, close. Clean line, no overlap.
Reporting. Jhanine and Bai report to the Desk Lead (Walter), who manages them, owns the 24-hour SLA, and allocates them to Job Orders across both desks. Joyce reports to the Managing Director and works cross-desk with a sourcing focus. When the delivery team grows, a dedicated Team Leader takes the team. The consultant who owns a JO directs the candidate work on that JO; the Desk Lead owns the people and the allocation.
AU & PH — one team. The Talent Partner team spans Australia and the Philippines (PH employed via Shore360 as Employer of Record). Hours overlap fully, so it operates as one team — same allocation, same SLA, same standards — and everyone joins the daily huddle and reviews (see Operating Rhythm).
| Cadence | Who runs it | Who's in it | Purpose |
|---|---|---|---|
| Daily huddle | Desk Lead | The desk + allocated Talent Partners (AU & PH) | Priorities, blockers, hot items. Energy and focus — not coaching. |
| Weekly 1:1 coaching | Managing Director | Every consultant & Talent Partner | The canonical coaching layer — development, pipeline, the number. |
| Weekly desk review | Desk Lead | The desk | Pipeline health, JO progress, the week's plan. |
| Fortnightly desk review | Managing Director + Desk Lead | Desk Lead | Desk performance vs target, resourcing, escalations. |
| Monthly Townhall | Managing Director | Whole firm | Results, wins, direction, culture. |
| Quarterly business review / off-site | Managing Director | Firm + board where applicable | Performance vs plan, strategy, next quarter's goals. |
| Annual review (April) | Managing Director + Desk Lead | Each individual | PD re-sign, results, behaviours, next-year goals. |
Measurement windows differ by track. Consultants are measured quarterly (Floor over two consecutive quarters); Talent Partners on 4-week windows — delivery problems show up in weeks, not quarters.
Goals & targets are live in APB HQ. The firm's quarterly Goals, Rocks and desk targets are owned and tracked in Compass / the Cockpit (APB HQ), not hard-coded here. The desk targets below are a snapshot; the canonical, live numbers live in HQ.
- Walter Sambrook — Principal Consultant · Desk Lead (Desk 1)
- George Mitchell — Senior Consultant (Desk 1)
- Callum Meecham — Executive Consultant (Desk 2 · 12-month plan)
Note on Callum (Desk 2): Callum does his own BD — ~4 placements/quarter, ~5 CCIs/week, ~2 new JOs/week — because Desk 2 is a new desk with no existing pipeline. The MD coaches weekly and steps in to sign Terms of Business and approve Search Briefs on Callum's hottest prospects.
- Jhanine Dominguez — Senior Talent Partner · cross-desk delivery · reports to the Desk Lead (Walter)
- Bai Patangan — Senior Talent Partner · Desk 1 anchor (cross-desk capable) · reports to the Desk Lead (Walter)
The Talent Partner (Tier 1) seat is currently unfilled — reserved for the next delivery hire. The Team Leader (Tier 3) seat stands up when the delivery team grows.
- Joyce Gionson — Senior Talent Partner · cross-desk (Source · Screen · Set) · reports to the Managing Director. Part of the Talent Partner delivery team.
- Adam Beverley — requires business ownership; not a standard promotion path.
| KPI (Goal tier) | Consultant track · 360 | Talent Partner · 180 | MD | ||
|---|---|---|---|---|---|
| EC | SC | PC | Talent Partner | Managing Director | |
| Placements / qtr | 4 | 4+ | 7+ | — (enables, doesn't own) | — |
| CCIs / wk | ~5 | 5 | 8 | — | — |
| New JOs / wk | ~2 (own BD) | 2 | 2 | — | — |
| Performance model | 4-floor (Cash · Activity · Pipeline · Quality) | 4-floor | 4-floor + desk-level floors | 3-floor (Activity · Quality · SLA — no Cash floor) | Firm-level KPIs only |
| Measurement window | Quarterly | Quarterly | Quarterly | 4-week | Quarterly / annual |
| Stretch convention | Goal + 1 | Goal + 1 | Goal + 2 | 100% SLA + qualitative | — |
| Commission | Cash above budget | Cash above budget | Cash above budget | 0.5% of desk cash above budget | Owner econ |
| Mentoring / leadership | — | Beginning | Required (Desk Lead) | Senior tier mentors | Coaches the whole floor |
How to read this: Numbers here are the Goal-tier midpoint. The Floor sits at Goal − 1 placement and triggers structured performance management on two consecutive quarters below. The Stretch sits at Goal + 1 (or Goal + 2 for PC) and triggers Champion candidacy + discretionary stretch bonus. Snapshot last reconciled 19 May 2026.
Desk 1 — Facilities Services
15 placements at $25k average invoice. Budget: $125k/quarter — cash collected above budget triggers commission. Consultant track: Walter (PC · Desk Lead), George (SC). Candidate delivery from the Talent Partner team (allocated).
See KPIs by Level for individual benchmarks →
Desk 2 — Int'l Freight & Logistics
~4 placements at $25k average invoice. Budget: $55k/quarter. New desk — Callum (EC) building pipeline with Adam (MD) coaching weekly. Adam signs Terms of Business and approves Search Briefs.
See KPIs by Level for individual benchmarks →
- Desk budget: Each desk has a quarterly budget (a fixed cost base). Commission is only earned once cash collected exceeds that budget.
- Trigger: You earn commission on every dollar of cash collected above the desk's quarterly budget threshold.
- Inclusive rate: Your commission percentage is inclusive of net pay, PAYG tax, and superannuation — it's not "on top of" those things.
- Super cap: Superannuation is capped at $30k per annum (including base salary super contributions).
- Your rate: Commission rates vary by title level and desk. Your individual rate is confirmed in your employment contract. Speak with Adam if you have questions.
Key principle: The more you bill above the desk budget, the more you earn. Commission rewards consistent performers who help the desk exceed its target — it's designed to align your personal output with the desk's success.
Callum's development plan: Callum Meecham (EC, Desk 2) started 23 Feb 2026 and is on a 12-month plan to reach Senior Consultant and become Desk Lead of Desk 2. His trajectory: build pipeline → hit quarterly targets consistently → demonstrate autonomous BD → promotion to SC → develop into Desk Lead as Desk 2 grows.