Our People
Our
People & Tools
Our strength lies in our people. With a robust team of over 100 professionals, we utilize advanced digital management platforms to ensure project transparency and efficiency.
Workforce Composition Analysis
Our data reveals a shift towards cross-functional expertise. The visualizations below breakdown our talent density across primary domains, regional distribution, and the evolving skill proficiency index.
Distribution by Center of Excellence
*Engineering and Strategy comprise 65% of total headcount, reflecting our pivot to technical consultancy.
Proficiency Index (YoY Growth)
*AI & Data Science capabilities have seen a 210% index growth since Q1 2024.
The "Associative" Methodology
At Consac, we do not view staff as isolated nodes. Our organizational graph theory suggests that every associate is connected by at least 3 vectors: Project DNA, Skill Cluster, and Mentorship Lineage.
Navigate to the directory to see these live connections.
The Associative Directory
Select an associate to reveal their neural network within Consac.
Select a profile to view their detailed dossier and organizational associations.
The Human Algorithm
This section explores the qualitative methodology behind our talent acquisition and retention strategies. While the dashboard provides the metrics, the following chapters detail the "why" and "how" of the Consac culture.
1. The Polymath Principle
In 2024, Consac shifted its hiring focus from "specialists" to "T-shaped polymaths". The data clearly indicates that associates with overlapping interests in Design Systems and Backend Engineering outperform their siloed counterparts by a factor of 2.3x in project delivery speed.
We define a Polymath not just by academic credentials, but by their ability to synthesize disparate information. Our internal "Knowledge Graph" (visualized in the directory) tracks these synthesis points.
Case Study: The Omega Project
When the Omega infrastructure failed in Q2, it wasn't a senior architect who solved it, but a Junior Data Analyst with a background in music theory.
2. Cognitive Diversity & Inclusion
True innovation requires friction. If everyone agrees, no one is thinking. Our diversity metrics go beyond demographics to measure "Cognitive Distance".
3. The Future of Work: Asynchronous Mastery
With hubs in 42 locations, synchronization is a bottleneck. We have moved to a documentation-first culture.
End of qualitative excerpt. Download full PDF for the complete 140-page report.