Clarke Executive Services Group LLC

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Overview

$5,000+

Min Project Size

150+

Avg Hourly Rate

2 - 9

Employees

2013

Year Founded

ABOUT CLARKE EXECUTIVE SERVICES GROUP LLC

Complete Operational Support for Long-Term Success

Clarke is a consulting firm focused on operations and team solutions, designed to assist established small and medium-sized businesses (SMBs) and organizations that are already doing well but lack the necessary infrastructure, organization, systems, or team efficiency to reach higher levels of success. Clarke Executive Services Group identifies affordable and effective strategies to facilitate business growth, sustainability, and prosperity.

Languages Spoken

English

HIGHLIGHTS

$5,000+

Min Project Size

150+

Avg Hourly Rate

2 - 9

Employees

2013

Year Founded

Services

Focus

Industries

Clients

Services Provided

60% Business Consulting Services

40% Operational Support

About the Team

OUR STORY

At Clarke, we understand that assembling the ideal operations team is crucial for your organization's success and expansion. We simplify this process by guiding you through a tailored discovery questionnaire, designed to capture your company's unique needs. Our commitment is to collaborate closely with you, ensuring the formation of a highly effective operations team that aligns perfectly with your goals. Partnering with Clarke means making team-building a seamless and strategic journey towards strengthening your organization's foundation.

Portfolio

Operational Audit, Operations & HR Consulting

Unknown

Clarke was engaged by a communications firm to carry out an operational audit of its team, workflow, systems, processes, and overall business functionality. After completing the audit, Clarke was expected to produce a report detailing effective practices, identifying inefficiencies, and recommending solutions for implementation. The audit process spanned five weeks and was divided into four key phases: Clarke developed hiring and onboarding procedures, assisted in recruiting and hiring new personnel, created job descriptions and defined roles, and established necessary infrastructure, including an employee manual and Contractor Guide. Furthermore, Clarke collaborated with the company to implement platforms for HR & payroll and project management, trained staff on the new systems, and partnered with others to develop compensation and benefits packages. Clarke also drafted policy and procedure frameworks for the organization, aided partners in hiring all employees (currently numbering 10), and brought in higher-level external resources (such as a labor attorney and fractional COO). Among the positions Clarke helped fill were Managing Director & Associate Partner, Operations Manager, Communications Director, and two Account Executive roles. The outcomes were as follows:

Organizational & Operational Development

Unknown

Clarke was brought on by an electrical engineering design firm to help with recruitment, develop workflow systems and processes, and create an employee handbook and standard operating procedures (SOPs). At the start, the owner operated as a solo entrepreneur from a spare bedroom, subcontracting electrical design and project management tasks. Clarke played a crucial role in setting up various departments within the organization, including Human Resources, Finance/Accounting, and Administration. He also assisted the company in becoming an S-Corporation. Clarke implemented hiring and onboarding processes, recruited new employees, and developed additional operational structures. Furthermore, he drafted policies and procedures and created effective systems for the organization. In a relatively short period, the company transformed from a part-time endeavor to a fully operational, incorporated S-Corp with eight full-time staff members. Within two years, the business doubled its revenue, and by the third year, it had quadrupled its revenue, reaching seven-figure earnings.

Executive Recruiting

Unknown

Clarke assisted a Wealth Management firm that required recruiting services to find a Director of Operations. The firm's primary goal was to locate and hire a director with substantial experience in both the position and the financial services sector. They had been searching for a suitable candidate for roughly a year and, before collaborating with Clarke, had engaged other independent recruiting firms without success in hiring any viable candidates. Initially, Clarke created a job advertisement outlining the role, responsibilities, and necessary skills. The Clarke Recruiting Team then interviewed several qualified candidates. After these initial interviews, the firm's partners selected four candidates for follow-up interviews. However, after these second interviews, the partners decided against hiring any of the four. Subsequently, a fifth candidate was interviewed by Clarke and was deemed the best fit. Despite initial hesitance from one partner after a remote second interview, Clarke provided a detailed written account of the candidate’s impressive skills and experience. After agreeing to meet the candidate in person, the partner changed their mind and ultimately concluded that the candidate was an excellent match, leading to their immediate hire. Results:

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