When a complaint lands, how it's handled is everything.
Harassment, misconduct, a policy violation, a retaliation claim. The way an investigation is run determines your legal exposure and whether your team ever trusts the outcome. Most of the damage I get called in to fix was done in the first forty-eight hours.
An investigation that survives being challenged.
Scoping
Deciding what is actually being investigated.
- The allegations stated precisely, in writing
- Policies and obligations actually implicated
- Interim measures while the work is underway
Interviews
Structured, documented, and impartial.
- Complainant, respondent, and witnesses
- Consistent questioning, contemporaneous notes
- Confidentiality handled correctly, not promised loosely
Evidence
Gathered and weighed, not assumed.
- Documents, records, messages, and system data
- Credibility assessed on stated, defensible grounds
- Chain of custody and retention handled properly
Findings
A conclusion you can act on.
- Findings of fact against the applicable standard
- A written report built to withstand scrutiny
- A clear handoff to counsel where it belongs
Lynn has the uncanny ability to identify the key facts in the particular situation she is handling and not get lost in the morass of information.
Sometimes the point is that I don't work here.
When the subject is a senior leader, when HR is too close to the parties, or when the outcome is likely to be contested, an outside investigator is not a luxury. It is the difference between a finding that holds and a finding that looks arranged.
Tell me what's breaking. I'll tell you how I'd fix it.
A short conversation is the fastest way to find out whether Bold Strategy Group is the right fit. No pitch deck — just a straight read on your situation.