A global consultancy and strategy firm. Senior operators delivering from week one across 100+ jurisdictions and six continents.
Every engagement is led by a senior practitioner. We do not send in juniors learning on your time.
Grant & Graham was founded in 2009 by Andrew Collins, who scaled Service Industries Ltd from $15 million to $220 million before its acquisition by NCR.
That operating DNA runs through everything we do. Our senior consultants are former CEOs, CROs, CFOs, and transformation directors. People who have held the roles, carried the number, and delivered the outcome — not career advisers.
When we place someone into your business, they do not need a runway to be useful. They have been there and solved that.
Each Grant & Graham consultant has held the role at scale before. Operating background. Sector depth. Country fluency. The full network — names, roles, regions — sits on the team page.
Meet the full team →Every engagement is led by a practitioner who has done the job at scale. No juniors learning on your time.
Interim placements in days, not months. GaaS engagements live within weeks. Consultancy scoped and started inside a fortnight.
100+ offices across six continents and 36 countries, with senior consultants on the ground in every market we serve.
We measure our work in outcomes — revenue unlocked, transformation delivered, deals closed. Not in hours billed.
Fractional, interim, project-based, retained. We design the engagement around the business problem, not a standard product.
Our consultants operate at C-suite level and are accountable for outcomes, not just deliverables. That is the Grant & Graham standard.
We match the right consultant to your sector — not a generalist who is reading up on your industry on the flight over.
One owned London headquarters at 167-169 Great Portland Street, plus offices in every major business district worldwide. Wherever you operate, we have a senior consultant and a professional address nearby.
The word restructuring carries weight. For leadership teams, it means strategic realignment. For the rest of the organisation, it often means uncertainty. Here is how senior practitioners handle both sides — without breaking what is working.
Every HR department tracks attrition. Most conduct exit interviews. Many produce quarterly reports. Few act on the signal that was always there. This is what the exit interviews miss — and what senior leaders need to hear.
Whether you are facing a leadership gap, planning a transformation, building a commercial function, or entering a new market — tell us in 25 minutes what you need. We will tell you honestly whether we can help.