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For organisations

The wrong appointment is the most expensive thing a small business does.

GrowVert helps South African employers hire against a real benchmark, understand the team they already have, develop the people worth developing, and deal properly with the ones who are not working out.

Talk about your team How benchmarking works

What gets done

Scoped to the problem in front of you

The same role keeps turning over and nobody can say why.
Benchmarked selectionBuild a behavioural benchmark from the people already succeeding in the role, then measure candidates against it. Interviews still happen. They just stop carrying the whole decision.
Two people are quietly doing the same job and the work still piles up.
Team analysisAn honest read on how a team actually operates: where the work concentrates, where roles overlap, and where the friction is structural rather than personal.
Your best technician is now a manager and it is not going well.
Leadership developmentBeing good at the work and being good at running people who do the work are two different jobs. We develop the second without pretending it comes free with the first.
If you stepped back tomorrow, nobody could take the seat.
SuccessionWork out who is genuinely ready, who is nearly ready and what the gap actually is, measured rather than assumed.

People problems

The ones nobody puts in writing

Smaller businesses rarely have an HR function. The result is that difficult conversations get postponed until they become expensive ones. Support here is practical and process led. Where a matter needs a labour lawyer, you will be told that early rather than after the fact.

PerformanceConversations documented properly from the first one, not the last.
DisciplineProcess support, so the steps are followed in the right order.
IncapacityStructuring incapacity and poor performance matters before they escalate.
ConflictReading a conflict and deciding whether it is a fit problem, a role problem or a management problem.
ExitsExit and restructuring conversations handled with the dignity that keeps a reputation intact.
Where it stopsProfessional HR instruments, not legal advice. You will be told when you need a labour lawyer.

How it starts

Three steps, no open ended retainer

First

A conversation about what is going wrong

Often the presenting problem is not the real one. There is no charge for working that out.

Then

A scoped proposal

A clear price and a clear deliverable. No retainers you cannot get out of.

After

Findings explained in person

With the written work handed over so it stays useful once I am gone.

Built for

  • South African employers without an HR function
  • Owner managed businesses, roughly 5 to 50 people
  • Delivered by a registered IO psychologist

How we work

  • Selection benchmarked, not gut feel
  • Scoped engagements, no open retainers
  • You keep the written work
  • First call, no charge

Start with the role you keep struggling to fill.

Tell me which position, or which person, is costing you the most time. That is usually the quickest place to show whether this work is worth doing.

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