Restoring Integrity Harassment Investigation in a 300-Person Tech Company
Independent investigation into harassment allegations against senior leadership resulted in substantiated findings, termination, and a culture remediation program that doubled employee trust scores within 12 months.
Findings substantiatedTermination + remediationTrust scores doubledZero complainant attrition
What they came to us with.
A 300-person Canadian software company faced an institutional crisis. Four employees across different departments had filed formal harassment complaints against a senior director of product development — inappropriate sexual comments, deliberate exclusion from meetings, and intimidating behavior during team interactions. The respondent held authority over hiring and promotion decisions, creating a power differential that had suppressed reporting for 18 months. The company's HR team lacked investigative expertise for this complexity, and an internal investigation risked being perceived as biased. How the company responded would signal whether conduct standards applied equally regardless of seniority.
How the work actually ran.
- 01
Document preservation
Issued document preservation notice securing all email, calendar, and communication records. Reviewed 200+ threads for corroboration before interviews began.
- 02
Complainant intake
Conducted four detailed complainant intake interviews establishing 11 specific incidents across 18 months. Built a chronological evidentiary spine before approaching witnesses.
- 03
Witness protocol
Interviewed 15 witnesses across three categories — direct, contextual, and corroborating — using consistent structured protocols to enable credibility comparison.
- 04
Respondent response
Provided respondent with detailed allegations and 10 business days to prepare a formal response with legal counsel present. No surprise, no pretext.
- 05
Findings
Cross-referenced respondent's account against email evidence, calendar records, and witness testimony. Applied a rigorous credibility framework against the balance-of-probabilities standard. Findings on each allegation.
The 1205 team brought structure and credibility to an investigation that could have been compromised by internal bias. Their procedural rigor gave us confidence that findings would hold up legally and culturally. Most importantly, they helped us restore integrity to our workplace.
Selected. Closed.
Workplace Investigation in a Recreation Organization
Independent investigation and systematic culture remediation transformed a recreation organization facing multiple harassment allegations into a model of workplace accountability.
Workplace Investigation in the Public Sector
Tribunal-tested investigation methodology applied to a sensitive public-sector matter.
Tell us what you’re facing. We operate from there.
Most first conversations happen on a call within the week. We respond personally within one business day.