Cycling industry employers

Build the team your business actually needs.

We begin with a focused workforce review and a clear assessment of the business need. We then define the role profile, accountabilities, success measures and employment proposition; build the job description; and design the search, onboarding and development path. The same approach can strengthen, reorganise and retain the people already in the business.

Cycling industry panel discussion
People and organisation health check

Can you answer these ten questions?

Not every people problem is solved by hiring. These questions help establish whether the constraint sits in talent attraction, role design, employment terms, operating structure or development.

  1. Can you consistently attract qualified workshop technicians and commercially capable retail staff?
  2. Is every role built around clear accountabilities, success measures and the capability the business actually needs?
  3. What is the true time and cost from opening a vacancy to full productivity?
  4. Have poor-fit hires led to underperformance, early attrition or another reluctant recruitment cycle?
  5. Is the business overly dependent on the owner or a small number of critical people?
  6. Are vacancies and staff turnover increasing management workload and constraining growth?
  7. Can technical team members identify customer needs, advise confidently and support parts and service sales?
  8. Are your pay, working patterns and development opportunities competitive enough to attract and retain strong performers?
  9. Do you have structured onboarding, career pathways, incentives and KPIs that employees understand and trust?
  10. Do your recruitment channels deliver qualified bicycle-industry candidates, or do you still rely on informal contacts?

Workforce review

Assess structure, accountabilities, capability, key-person dependency and workload before deciding whether recruitment is the right answer.

Role design and job description

Define purpose, responsibilities, decision rights, reward, success measures and the capability the business genuinely requires.

Specialist search and selection

Source and assess workshop technicians, retail sales specialists, workshop managers, store managers and leadership profiles.

Onboarding and development

Build 30-60-90 priorities, training, career pathways and incentives for new hires and the existing team.

Cycling Talent Consulting

Company enquiry

A free, no-obligation 15-minute first call.

david@cyclingtalentconsulting.com