About Project One

The company has a very clear set of values that provide the foundation of their culture and behaviour. They have been written down and communicated since the company was founded. The values are reinforced from the top by company founder, Ian Hellens, who leads by example and demonstrates them in action at every opportunity, illustrating the difference the values make to their team and their clients. The senior management team spend time with recruitment partners and with candidates during their three stage interview process to ensure every recruit has the right DNA, in other words, that they naturally live the company values with integrity. The senior management team also bring the values to life at the start and end of the four day induction for new joiners, ensuring that the values are at the heart of the organisation from day 1. During the quarterly regional events, the senior management team present awards to members of the team who have demonstrated the values in action. They hold people to account for living the values and encourage the whole team to embed the values in our day to day business.

Typically, managers have more than 20 years’ experience in the field and have already worked within the company for a number of years before they move into a managerial role. For these people, the key to development is rarely in external training courses, but more in providing on the job support to help face into specific challenges. Fundamental to this is the collegiate structure, the culture of setting each other up for success and the team’s generosity of spirit. In starting in a managerial role, the company support managers by planning a bespoke development programme that involves shadowing other managers to get a complete understanding of the all aspects of the role, providing external training to develop new skills and providing regular support to build confidence. There are a variety of regular team forums where managers can request support from the wider team and seek advice e.g. regional management meetings, weekly business development Skype call, monthly management meetings, as well as everyone knowing that they can just pick up the phone.

Everyone in Project One is rewarded for their contribution to their clients and Project One through their unique bonus scheme. Consultants have a significant proportion of earnings based on their utilisation and role which underlines the company’s commitment to delivering outstanding service to their clients. In a fully employed model this approach is unique, meaning that people who are at a stage in life when they need high earnings are able to do so, whilst the opportunity is there for people to take time out for other interests when appropriate. The scheme is totally transparent so that consultants are fully aware of how their bonus is calculated and can plan ahead with confidence. Key to success in this approach is the level of utilisation that they are able to sustain. For the last 33 months utilisation has exceeded the company target of 90% each month, which is unprecedented in the consulting industry where utilisation levels of circa 70% are more typical. This means that their team is very well rewarded against industry norms which is one contributor to consultant retention. The central team receive a bonus based primarily on attitude and commitment, which supports the focus on building a culture of service and helpfulness. The management team are rewarded with a bonus that reflects overall company achievement which motivates them to work as a team with everyone contributing to the company’s success.