Make the hires that matter.
Fill a key role, build a team, or strengthen the recruiting function. Support spans defining the need, finding talent, assessing candidates, and getting to an offer.
Talent & People Consulting
Build stronger teams.
Make better people decisions.
Silv Consulting helps growing companies hire the right talent, navigate everyday People and HR needs, and build stronger teams.
Explore the workExperience built at
The people expertise you need.
The capacity to get it done.
A critical hire. A strategic decision. A project that needs an owner. Silv Consulting brings experienced leadership and hands-on execution to the work your business needs now.
Shape what comes next.
Work through headcount priorities, organizational design, and leadership decisions with a partner who connects talent and People strategy to the business plan.
Get important projects done.
Turn a needed initiative into something the team can use: a leveling framework, performance process, hiring playbook, onboarding program, or employee handbook.
Have a partner for everyday HR.
Get practical guidance on employee relations, manager conversations, policies, and team questions, with ongoing support or interim People leadership.
One priority or an ongoing partnership. The scope fits the business.
How Silv Consulting helps
Build the team.
Support the people.
From recruiting strategy to everyday People guidance, support connects what your business needs with what your team needs to succeed.
Talent & recruiting
Define the talent you need and build a better way to find, assess, and hire it.
- Hiring plans, role definitions, and scorecards
- Sourcing strategy and recruiting execution
- Interview design and hiring manager training
- Recruiter leadership and hiring metrics
People & HR
Practical support for the day-to-day questions and the foundations behind a strong employee experience.
- Employee relations and manager guidance
- Policies, handbooks, and People processes
- Onboarding and performance management
- Leveling, compensation, and team structure
Leadership & advisory
An experienced partner for decisions about people, teams, and what comes next.
- Founder and leadership thought partnership
- Workforce planning and organizational design
- Team effectiveness and leadership development
- Interim Talent and People leadership
The approach
Understand it.
Build it. Make it work.
01Get clear
Understand the business, the people, and what needs attention.
02Get practical
Agree on the priorities, the decisions, and what gets built.
03Get moving
Work alongside the team to put the plan into practice.
Amy Silverman · Founder
A builder’s mindset.
A people-first perspective.
15+ years spent understanding talent, building teams, and helping leaders work through the people side of their business.
Silv Consulting brings experience from Groupon, Meta, and Chime, with work spanning recruiting, People operations, employee relations, manager support, organizational design, and leadership development.
The approach is direct and hands-on: ask thoughtful questions, understand what is actually needed, and build solutions that fit the business and the people in it.
Company logos reflect prior professional experience.
Support that fits
the business.
A focused project
A clear scope for a specific need: redesigning your interview process, building a leveling framework, or putting a hiring plan in place.
Ongoing partnership
Consistent support as priorities evolve, with agreed goals, a regular working cadence, and room to tackle the questions that come up along the way.
Interim leadership
Experienced Talent or People leadership during a transition, with support for your team and a practical plan for what comes next.
Working with Silv Consulting
Practical questions.
Clear answers.
What support includes, what your team can expect, and how we define the work together.
Can you help fill a key role as well as improve how we hire?
Yes. Silv Consulting can support a specific hire, a team buildout, or the recruiting process itself. Work can include defining the role and success criteria, sourcing candidates, coordinating interviews, guiding hiring decisions, and supporting the offer process. If the process needs work, the engagement can also include interview guides, scorecards, and hiring manager training.
What does day-to-day People and HR support actually include?
Practical help with the situations managers and employees face: a difficult performance conversation, unclear responsibilities, an employee relations concern, an onboarding gap, or a policy that needs updating. Support can include preparing managers for conversations, clarifying next steps, and building consistent processes. The scope can combine immediate needs with longer-term improvements.
What can a focused People or talent project deliver?
A project starts with a specific outcome and produces tools your team can use. A hiring project might deliver role scorecards, interview guides, and a recruiting review process. A People project might deliver an onboarding program, a performance review process, a leveling framework, or an updated handbook. The scope defines the deliverables, who needs to contribute, and how the work will be put into practice.
Can you help with workforce planning and organizational design?
Yes. Silv Consulting helps leaders connect business priorities to hiring plans, team structure, and responsibilities. Work can include identifying which roles to prioritize, clarifying ownership between teams, assessing leadership needs, and planning how a team should evolve. Recommendations are paired with practical next steps for the people who need to carry them out.
Can you work alongside an existing HR or recruiting team?
Yes. An engagement can add capacity for a project, provide a thought partner for a leader, or support work the internal team does not have time to own. Responsibilities and decision-making are agreed up front so the work fits into the team’s existing processes. Interim Talent or People leadership can also support a transition or leadership gap.
How do project, ongoing, and interim engagements differ?
A focused project is built around defined deliverables and a completion point. An ongoing partnership provides a regular working cadence for recurring People, talent, and leadership needs. Interim leadership adds hands-on ownership during a transition. Each engagement defines priorities, responsibilities, availability, and how progress will be reviewed.
How are scope, timing, and fees determined?
The starting point is a conversation about what the business needs, what is already in place, and what would make the engagement successful. From there, scope, deliverables, timing, responsibilities, and fees are agreed before work begins. To start, share your top priority, any important deadline, and who is currently handling the work.
Do you work with companies outside Chicago?
Yes. Silv Consulting is based in Chicago and works remotely with businesses in other locations. Collaboration can include working sessions with leaders, interviews with stakeholders, and regular project check-ins. Any in-person needs are discussed as part of the engagement scope.
Start a conversation
What does your
team need next?
A hiring challenge. A team in transition. A people foundation that needs to catch up with the business. Start with the challenge, and build from there.