We help HR tech, employee benefits, and perk-solution companies build, fix, and scale broker channel partnerships into a repeatable growth engine. Every engagement is tailored. The work typically focuses on six core areas. The practice serves clients across the United States in HR tech, employee benefits, and perk-solution categories.
We define what the channel should do for revenue, where it fits against direct sales, and how success will be measured early. For the underlying framework, see the essay on the channel architecture problem.
A clear, executable channel thesis leadership can operate against.
We refine the way the company is understood inside the broker's book, so consultants can bring you into client conversations with confidence. Positioning determines whether you have broker-channel fit.
Messaging brokers can confidently sell.
We align the functions that touch the channel around a single operating model, so brokers do not meet four different versions of the company. Internal alignment is what makes the channel architecture hold under pressure.
One operating model, not four interpretations.
We focus activation on the firms and people most likely to produce, and design the motion that gets them from handshake to client activity. Activation only compounds once broker-channel fit is real.
Fewer partnerships, more production.
We build the infrastructure that lets the channel produce without depending on any one person. Repeatability is what separates the three stages of broker channel work (entering, rebuilding, scaling).
A channel that works without heroics.
We help leadership scale into new partners, regions, and segments in a way that preserves the operating model, not just the logo count. Read more on disciplined scaling in the three stages of broker channel work.
Growth that preserves what's working.
A short, clear-eyed read on where the channel is working, where it isn't, and what to stop before the next investment.
Standing up the channel motion before the first Head of Partnerships hire, so the role and its expectations are grounded in reality.
Reworking a channel that isn't producing into one that compounds, without disturbing the goodwill already built inside existing broker relationships.
Working alongside leadership for six to twelve weeks (or longer, by agreement) so the operating system becomes your team's.
A discovery call is thirty minutes. You'll leave with a clearer read on where you are in the build order, even if we never work together.
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