Top 12 Organizational Design Consulting Firms, Services, Companies, and Consultants
Choosing the right organizational design consulting firm is an important risk management move.
McKinsey research shows that only 21% of organizational redesign efforts actually succeed. That means almost four out of five attempts fall short, often due to unclear goals, poor execution, or structural changes that do not support business priorities.
Since execution speed, clarity, and adaptability define competitive advantage, organizations cannot afford to get structure wrong.
This article reviews the top consulting firms that specialize in solving this challenge. These firms help companies rebuild their structures around what actually drives results. And this article tells you exactly what the top 12 best companies in organizational design consulting are.
Let’s get started.
Why Organizational Design Consulting Matters
Organizational design consulting helps companies build structures that support real business goals. When a company’s structure is not aligned with its strategy, even skilled teams struggle to deliver results. Consultants bring an outside perspective and clear methods to fix these issues quickly and with less internal bias.
A study from Forrest Advisors found that companies with organizational structures aligned to their strategies are 92% more likely to meet their goals compared to those that are not. This shows how much structure matters to performance. Without the right roles, decision paths, and reporting lines, important work gets stuck or duplicated.
However, most organizational redesigns fail because companies use incomplete analysis or make changes without a clear plan. Consultants reduce this risk by using tested tools and helping leadership teams follow a consistent process.
Consulting also helps improve cost efficiency. Bain & Company reports that leading firms reduce general and administrative costs by 10% to 30% by redesigning roles, streamlining services, and removing unnecessary layers. These savings are achieved without compromising frontline performance. Consultants usually identify these opportunities more quickly than internal teams, who may overlook structural issues due to proximity or bias.
For experienced professionals, talent alone is not enough. Even the best people cannot perform well if the structure around them is unclear or outdated. Consultants help build systems that support execution instead of getting in the way.
In fast-moving industries, companies cannot afford to rely on legacy structures. Design must evolve with strategy. Organizational design consulting helps companies make those changes with purpose and precision. It turns structure into a tool that supports better decisions, faster action, and clearer accountability.
For more details about organizational design, check out the video below:
TL;DR Top 12 Organizational Design Consulting Firms, Services, Companies, and Consultants
Alpha Apex Group: Specializes in aligning structure, roles, and workflows with business goals. Also supports implementation by sourcing leadership talent that fits the new model.
Navalent: Focuses on diagnosing the root causes of organizational dysfunction. Combines structure, strategy, and leadership into one integrated redesign approach.
Consultport: Offers flexible, on-demand access to experienced org design consultants. Well-suited for companies needing fast turnaround or project-based support.
Boston Consulting Group (BCG): Applies a structured, data-driven approach to simplify large organizations. Known for improving execution speed and reducing organizational complexity.
Korn Ferry: Centers organizational design around talent and behavior. Helps companies connect structure with leadership development and culture transformation.
A Deep Dive Into the Top 12 Organizational Design Consulting Firms, Services, Companies, and Consultants
Now that you have a better understanding of what an organizational design consultant should help you with, let’s analyze the 12 best ones.
Alpha Apex Group’s Organizational Design Consulting re-aligns structure, process, and culture so companies can scale without chaos. Their consultants analyze your workflows, reporting lines, and decision rights, then rebuild them around strategic goals.
That might mean realigning Sales and CS to reduce handoff friction, redesigning leadership layers to support new revenue lines, or clarifying who owns what across a fast-growing GTM team. Every design is grounded in strategy and backed by execution plans that stick.
The results are leaner organizational charts, faster communication loops, and teams that know exactly who owns what. They back every recommendation with change-management coaching so the redesign lasts. This includes practical playbooks, alignment tools, and executive-level coaching that makes the new structure click day-to-day
Besides, they have solid experience. The firm has delivered 2,000+ executive and leadership placements across its broader HR practice, giving it a talent pipeline few design boutiques can match. That hiring track record means implementation doesn’t stall while you search for new leaders to fit the model.
Key services:
Strategic structural alignment
End-to-end process optimization
Role clarity mapping and governance
Change management coaching
Comprehensive organizational diagnostics
Why work with Alpha Apex Group?
Projects move quickly. Their average time to present short-listed leadership candidates is 60% faster than the U.S. norm, so your new organizational chart doesn’t sit empty while HR looks for viable candidates. Expect a tight feedback loop, clear metrics, and a partner who emphasizes measurable operational lift.
2) Navalent
Navalent is a boutique consultancy specializing in Organizational Design Consulting. They combine strategy, leadership, and organizational structure into a unified operating system. Every engagement begins with a comprehensive, investigative analysis of an organization’s current state.
This forensic diagnostic examines everything from decision-making patterns and power dynamics to structural inefficiencies and cultural misalignments. It is important because it uncovers root causes of dysfunction that typical surface-level assessments miss. This ensures that any solutions are systemic and sustainable.
The team has completed 240 diagnostics and 3,600 leader interviews to map real decision paths, surface hidden friction, and spot growth bottlenecks. This matters because design decisions based on real data rather than assumptions lead to faster adoption of changes and fewer costly reversals.
As Ron Carucci, Navalent’s Co-Founder & Managing Partner, says,
"Organizations don't transform. People do. If you want to redesign your organization, you must simultaneously redesign how your leaders think, behave, and make decisions."
Key services:
Organizational design and restructuring
Strategic planning and alignment
Senior team development and coaching
Change management and culture shift
Executive coaching and succession planning
Why work with Navalent?
Few firms match Navalent’s depth at the human layer of change. Its coaches have already guided 700 leaders through high-stakes transformations, arming them with tools to keep new org charts alive. Add the firm’s track record of turning crisis into profit, and you get a partner that delivers durable growth.
3) Consultport
Consultport brings Organizational Design Consulting into the on-demand era. The platform fields 10,000 consultants across 53 countries, then matches clients with the right specialist in around 2 days.
That speed keeps organizational restructures from dragging on and bleeding cash. Every advisor is pre-vetted through interviews and reference checks, so companies get Big-Four-caliber insight without the overhead. Private-equity teams lean on this bench to stabilize portfolio companies during fast-moving carve-outs and integrations.
Need proof?
A PE-backed consumer goods company was missing market opportunities due to slow decision-making and internal bottlenecks. Within 48 hours, Consultport proposed four qualified experts, and a former Mercer principal was onboarded in just 72 hours.
This consultant provided targeted workshops and data analysis to uncover structural issues. The result was a matrix-style reorganization roadmap, fully approved by both executives and investors. Pilot teams now utilize the new model to reduce approval times and expedite execution.
Key services:
Organizational structure design and optimization
Process and workflow improvement
Interim expert placement for org projects
Change management and implementation support
Leadership and workforce planning via independent consultants
Why work with Consultport?
Consultport offers good flexibility and access to talent. Through its platform, businesses tap into a curated pool of consultants from leading firms and backgrounds, ensuring the right expertise for every project. This model means you get top-tier consultants on-demand without long-term contracts, ideal for high-growth or mid-sized companies needing fast, customized help.
4) Boston Consulting Group
BCG brings Organizational Design Consulting to global scale. With offices in over 100 cities and more than 33,000 professionals, the firm utilizes data science and change management to eliminate unnecessary organizational complexity.
Consultants map decision rights, incentives, and workflows in parallel to ensure that structure and strategy stay aligned. This approach allows BCG to use the same proven redesign framework across many types of organizations, including conglomerates, NGOs, and high-growth tech firms.
The playbook focuses on delivering faster execution, stronger employee engagement, and clearly measurable results. BCG’s delayering work typically cuts indirect labor costs by 15% to 30%, which unlocks resources for growth without relying on layoffs.
Additionally, in one global headquarters overhaul, BCG reduced headcount by 40% in just four months and condensed more than 100 ongoing projects into roughly a dozen, which accelerated decision-making and execution clarity.
Key services:
Enterprise operating-model and org design
Organizational effectiveness and restructuring
Change management and culture shift support
Workforce planning and talent strategy
Agile ways of working at scale
Why work with BCG?
Roughly 75%of large-scale reorganizations fail to deliver their intended results. To change that, BCG applies a three-step system: diagnose the root causes, simplify the organizational structure, and embed new ways of working. Partners stay engaged until key metrics such as time to decision, span of control, employee engagement, and cost efficiency show measurable improvement.
5) Korn Ferry
Korn Ferry puts talent at the center of Organizational Design Consulting. The firm begins by reshaping operating models and job architecture, then overlays behavioral science to ensure that the structure aligns with how people actually work, make decisions, and stay motivated.
Analysts lean on the proprietary Critical Role Index, which benchmarks 450 responsibilities against 55 scenarios. Leaders see exactly which roles fuel strategy, why they matter, and where to deploy investment. The result is a human-centric design that streamlines decision-making and maintains high engagement.
The impact can be seen in their work with Maersk. Korn Ferry rolled a new performance system out to 10,000 leaders and 110,000 employees. Post-launch surveys scored the shift at 4.5 / 5 for effective feedback and satisfaction. Those numbers show a redesign can work without the morale dip that often stalls large transformations.
Key services:
Operating-model and structure design
Workforce analytics and role architecture
Leadership and talent development aligned to new structures
Culture and organizational health transformation
M&A integration and restructuring support
Why work with Korn Ferry?
Most redesigns stop at org charts. Korn Ferry goes further, linking roles, incentives, and culture in one data loop. Research showsthat 91% of senior executives believe culture improvements increase company value, and the firm embeds culture into every organizational design engagement. Add the Critical Role Index’s granular insights and you get a partner that pinpoints where people strategy drives profit.
6. Deloitte
Deloitte delivers Organizational Design Consulting at scale for complex, global enterprises. Its Organization Transformation teams begin each engagement by analyzing HR and financial records to model costs, spans of control, and workforce skills quickly.
Pro tip: If you’re digging into cost structures and headcount planning, it helps to understand where your org sits financially. Check out this breakdown of the Financial Maturity Model because it’ll give you a clearer lens on budget decisions during a redesign.
Industry experts then add context by comparing these findings with competitive benchmarks to ensure organizational structures reflect current market demands. The process remains people-centered, as employee surveys and capability heat maps help identify who is ready for new roles before any structural changes are made.
Deloitte's results speak for themselves. At a global automotive manufacturer, they cleansed records for 30,000 employees in just two weeks using OrgSuite, then streamlined spans and layers that now save 80–100 million a year in labor costs. That freed cash for new product programs while keeping critical talent on board.
Key services:
Organizational structure and operating-model design
Business model redesign and process re-engineering
Workforce transition and change management
Talent and leadership development tied to new structures
Digital organization and future-of-work planning
Why work with Deloitte?
Building the organization of the future is a priority for 88% of executives, yet only 11% believe they know how to do it. Deloitte closes this gap with OrgSuite, a tool that cleans and classifies tens of thousands of HR and finance records in weeks, achieving 95% accuracy as it learns.
Sector specialists benchmark the data, and teams versed in AI, workforce analytics, and M&A stay involved until faster decisions and measurable savings show up.
7. L.E.K. Consulting
L.E.K. pairs board-level strategic thinking with deep, data-driven analysis. Every organizational design engagement begins with a six-element operating-model scan that evaluates structure, spans of control, governance, systems, processes, and skills.
Here's what each step entails. They map reporting lines and team configurations, assess how decisions are made and where bottlenecks arise, evaluate the tools and systems teams rely on, and analyze whether core processes align with strategic priorities. Finally, they review the talent mix to see if capabilities match business needs.
This forensic look pinpoints duplicated effort and hidden role-by-role costs. For example, when a $1.5 billion services group saw its overhead balloon, L.E.K. helped executives close or divest 30 loss-making sites and trim about 15% from the addressable cost base. The case illustrates how hard numbers give leaders the confidence to act decisively.
Key services:
Organizational restructuring and cost-reduction programs
Operating-model assessment and redesign
Performance improvement and efficiency optimisation
Leadership alignment and decision-rights frameworks
Post-merger integration planning and execution
Why work with L.E.K. Consulting?
In a recent Quick & Integrated Cost-Out program, L.E.K. cut overhead by 25% and boosted productive time by 20% within a year. Executives receive a clear roadmap that pinpoints which layers to remove and which capabilities to preserve, all backed by analytics rigorous enough to pass audit scrutiny.
8. West Monroe
West Monroe helps organizations redesign their structure when mergers, rapid growth, or digital disruption push current models to the breaking point. Consultants begin with a data-driven scan of roles, systems, and decision flows and then guide leaders through workshops to rebuild the operating model around customer value.
Because West Monroe has deep roots in technology implementation, its teams do more than design new structures on paper. The same consultants who help redesign the organization also roll up their sleeves to configure the underlying systems, workflows, and tools that bring the new model to life. This end-to-end involvement ensures that changes move beyond strategy decks and actually take hold in day-to-day operations.
For instance, during a post-merger integration for Rugs USA, West Monroe set up an Integration Management Office, consolidated distribution centers, and overhauled sourcing. The effort was completed two months early, came in 30% under budget, achieved EBITDA synergies 60% above diligence targets, reduced freight costs by 70%, and delivered a 10× return on investment.
Key services:
Organizational structure assessment and redesign
M&A integration planning for combined entities
Leadership and team-alignment workshops
Process improvement and automation linked to org changes
Change-management roadmaps and implementation support
Why work with West Monroe?
West Monroe stays with you until the savings and synergies are reflected in your ledger. Its Work 4D and OrgSuite toolset can cleanse thousands of HR and financial records in days and has delivered up to 40% lower workforce costs for clients, with $600 million in total savings identified over five years.
9. Center for Organizational Design
For decades, the Center for Organizational Design has walked factory floors, labs, and nonprofits to learn how work really happens. Consultants map every step with employees and union leaders, exposing bottlenecks and duplicated effort.
Staff are reorganized into self-directed, multi-skilled teams and trained in high-performance collaboration and problem-solving. At the same time, support systems such as scheduling and feedback are redesigned to give teams the data and authority they need to act without waiting for management sign-off.
Proof of their results can be found on the floor. At a Corning Glass machine shop that was weeks from closure, the Center redesigned workflows, created cross-functional cells, and phased staffing shifts with full union involvement.
Within a year, quality and on-time delivery doubled, unit costs moved from 15% above competitors to 15% below, and headcount fell 15% through natural attrition. The plant flipped from cost center to profit engine and became a model for other facilities.
Key services:
Comprehensive organizational assessments
Organizational design and redesign
High-performance team development
Culture change and leadership programs
Training in self-management and effectiveness
Why work with Center for Organizational Design?
This boutique firm backs claims with results. A global semiconductor company saw revenue climb 30% and its stock price tripled within ten quarters after a full-scale redesign.Those numbers underline a simple promise. When structure, culture, and accountability work together, financial performance follows.
10. Eagle Hill Consulting
Eagle Hill is a family-owned consulting firm that treats Organizational Design as a hands-on craft. Instead of relying on generic frameworks, its teams work directly with clients to understand how decisions are actually made within the organization. By tracing these real decision paths, Eagle Hill can redesign structure and culture in tandem, ensuring that the changes are both strategic and practical.
This tailored, embedded approach has fueled the company’s growth, with an average annual increase of 50% over the past five years. The reason is simple. When solutions are built specifically for how a business truly operates, they deliver results that scale.
One example of this in action is Eagle Hill’s work with Hotel Valuation Services during its global expansion. The team interviewed 24 partners across four continents and, within six weeks, developed a new operating model focused on client needs. The redesign enhanced cross-border collaboration and positioned the company for future growth, all while maintaining smooth daily operations.
Key services:
Organizational design strategy for growth or efficiency
Workforce planning and capacity modeling
Change management and employee-focused communications
Process improvement linked to new structures
Culture assessment and realignment
Why work with Eagle Hill?
Client satisfaction and employee engagement are both high at Eagle Hill. 100% of clients say they would refer the firm for future work, and 91% of Eagle Hill employees consider it a great place to work. That kind of internal strength shows up in the field through transparent, senior-led teams that stay hands-on until goals are achieved.
11. Cultivate Advisors
Cultivate Advisors brings a practical, founder-focused approach to Organizational Design Consulting for small and midsize businesses. Each engagement connects entrepreneurs with an experienced advisor who meets twice a month to map roles, identify leadership gaps, and install essential management systems.
Think of it as a fractional COO consultant. The approach is rooted in execution rather than theory. Advisors craft a right-sized org chart, coach owners through effective delegation, and implement performance dashboards so leaders can track progress in real time. This rhythm of steady collaboration keeps teams aligned and growth plans on track.
One example is Red Circle Technology, an IT recruiting firm poised for growth but struggling with unclear roles and erratic cash flow. Cultivate Advisors stepped in with practical solutions, including a new retainer-based pricing model, defined job bands for hiring, and a consistent sales process. Within two years, revenue tripled, and the company achieved its five-year growth targets ahead of schedule.
As Michael Melendrez, founder of Red Circle Technology put it:
Key services:
Fractional COO and advisor support
Org structure design for start-ups and scale-ups
Business process build-out and documentation
Leadership coaching for owners and managers
Growth dashboards and KPI systems
Why work with Cultivate Advisors?
On average, businesses working with Cultivate Advisors see 43% revenue growth and 65% profit growth in the first year. Those results matter because small businesses don’t have the luxury of hiding inefficiencies behind size. Cultivate’s advisor model is built for that reality since it focuses on practical, affordable changes that are paced to match a company’s cash flow.
12. Accenture
Accenture brings technology to the forefront of Organizational Design Consulting by combining advanced analytics with proven frameworks. At the core is its patented Intelligent Organization Accelerator, a platform that uses AI to analyze workforce data in minutes. This capability is strengthened by the organizational design expertise gained through Accenture’s acquisition of Kates Kesler, a firm known for its award-winning operating models.
The Intelligent Organization Accelerator has powered hundreds of transformations by providing leaders with data-driven blueprints that evolve alongside market conditions. This ensures that organizational structures stay aligned with business strategy and adapt to the pace of innovation in tech.
Within its own marketing organization, Accenture reduced manual work by 30% and improved time-to-market by up to 55% by redesigning roles and introducing AI agents. These results show how Accenture’s integrated approach translates directly into speed, agility, and lasting value.
Key services:
Operating-model and enterprise org architecture
Digital organization design that harnesses AI and automation
Workforce and talent strategy for future skills
Large-scale change agility and transformation management
Organization analytics and benchmarking with IOA and OrgVue
Why work with Accenture?
Leaders know the clock is ticking, and that’s why 74% of C-suite executives believe they must rethink their operating model for resilience. Accenture helps turn that urgency into action, combining strategy with a global bench of technologists and change managers. That’s how you get measurable performance gains that stand up to future disruption.
How to Choose the Right Organizational Design Consulting Firm
Use these checkpoints to find firms that deliver real structural impact aligned to your business objectives.
Align Structure with Business Goals and Profitability
Ask each firm to show how its design change will move the financial performance metrics already in your dashboards. That question matters. McKinsey’s Organizational Health Index shows that companies in the healthiest quartile deliver three times TSR of those in the bottom quartile. A credible partner connects structure shifts to EBITDA lift, margin expansion, or faster digital transformation milestones that advance clear business objectives and improve organizational performance.
Insist on Data-Driven Diagnostics
Evidence beats opinion. Using more than six proven redesign rules lifted success to a 73% rate in a recent McKinsey survey. So, demand a walk-through of the diagnostic workflow, including decision-making processes analysis, role-clarity heat maps, and operating-model stress tests. Require a sample dashboard tied to agile performance metrics, not a generic maturity chart.
Prioritize Sector Expertise Backed by Proof
Industry context matters because organizational hierarchy in a biotech plant differs from that in a fintech start up. Unfortunately, Source Global Research found that 61 percent of clients now believe they know more about their sector than consultants do. To avoid that happening with your own consultant, ask for outcome data like cycle-time cuts or SG&A drops from companies that share your size and regulatory profile, and verify with live references.
Demand Financial Impact Tied to Performance Metrics
Top companies with mature operating models post 60% higher TSR and 16 percent wider margins than bottom-half performers. You want that in your own company. So, require each bidder to map structure moves to comparable value levers and to deliver a tracked benefit plan that lands in the P&L within two budget cycles.
Require Robust Change Management for Digital Transformation
Prosci research shows projects with excellent change management are 7× more likely to meet objectives and 88% hit their targets. To reach the same results, confirm that the firm supplies leadership style coaching, communication toolkits, and adoption scorecards through rollout. That way, you can tie fees to measured organizational capabilities gains and engagement scores.
Scrutinize the Engagement Team and Leadership Style
Review resumes for hands-on redesigns that improved business performance, data fluency, and agile organizations expertise. Interview them directly, focusing on lessons learned rather than stock war stories.
Tailor Design Change for Agile Organizations
Cookie-cutter org charts fail fast. Ask how the firm customizes design for hybrid work, matrix complexity, and local regulation. Require an early cultural assessment that shapes language, workflows, and leadership behaviors so micro-cultures adopt new structures smoothly.
Enforce Transparent Fees and ROI
Reject vague retainers. Secure itemized deliverables, milestone payments, and a joint scorecard tracking cost savings, decision-latency shifts, and employee experience. There’s good reason to push for that kind of accountability. McKinsey’s 2025 research shows 63% of redesigns now hit most objectives, up from 21 percent a decade ago. The gap between success and failure comes down to execution discipline in many cases. So link your contract to that winning share.
Which Organizational Design Consultant Will You Choose?
Selecting an organizational design consulting partner is a strategic choice that shapes decision-making speed and long-term business performance.
The twelve firms profiled in this guide earned their place by demonstrating their ability to link structural changes to clear business objectives, deploy data-driven diagnostics, and remain engaged until new workflows are reflected in profit and loss statements.
Each firm brings distinct strengths in areas such as digital transformation or leadership style coaching, so match those strengths to your own performance metrics and cultural realities.
If you’re looking for the most balanced mix of design expertise, change management, and execution support, Alpha Apex Group stands out. Their dual capability (designing new org models and helping you staff them with the right leaders) makes them especially effective for fast-moving teams that can't afford delays between strategy and execution.
Pro tip: If you're also rethinking roles, skills, or org-wide capabilities, check out our guide to the Top 11 Workforce Transformation Solutions & Consulting Firms. It’s a natural next step if your org design plans are tied to broader shifts in how teams work, scale, or adopt new technologies.
Frequently Asked Questions
What does an organizational design consultant do?
An organizational design consultant evaluates how roles, workflows and decision-making processes align with business goals and recommends structural changes that raise organizational performance and adaptability.
What are the four types of organizational design?
The four widely cited designs are functional, divisional (by product, market or geography), matrix which blends functional and divisional lines, and flat or network structures that rely on teams and minimal hierarchy.
What are the 5 principles of organization design?
Common guiding principles include clarity of purpose, alignment of structure to strategy, defined decision rights, coherent people and reward systems, and a disciplined change process that keeps the design current.
What is the difference between organizational structure and organizational design?
Organizational structure is the current arrangement of reporting lines, roles and accountability; organizational design is the deliberate process used to create or adjust that structure so it supports the company’s strategy.
