Your organization is unique, with unique goals, market conditions, and talent premises. You will receive a scope of work based on your current state and goals. This Scope of Work will match the impact and the type of strategic partnership required to establish an ecosystem that is built to last.

The gap between current state and desired state will determine resources and timeline. Most clients begin with two touch points, that go from one to three hours each, to clarify vision and follow through with a diagnosis as a first step.

Talent or Learning interventions take 3-6 months and should be part of a comprehensive transformation.

Transformations such as learning or talent ecosystem design, culture change, or enterprise-wide leadership development require 12-18 months

Acting as your intrapreneurship accelerator in a partnership of 2 to 3 years include all of teh above while bracing external forces that are mitigated with our work, including mergwr & Acquisitions, entering a new market, or bridging international talent.

We have experience in 55 countries including North America, Asia-Pacific, Aurope, Australia, and LATAM, a hybrid model has always been helpful. Our data-rich approach and evidence-based result methodologies are only the begining, our human-centred approach is rich in multicultural unerstading and what i sto be human. If there is a need for a EOR, we will include it in our Scope of Work.

Five reasoins why our clients select us.

• Experts always learning. Our team includes experienced CHROs, CLOs, and C-suite executives from Fortune 100 organizations as advisors and sometimes leads.
• Award-Winning. We are world-wide recognized by the Great Place to Work for employee experience design that included integrated learning and talent ecosystems rather than isolated training programs.
• Proprietary measurement frameworks. The Employer Brand Index, recognized psychometric assessments, Trust Index, and your business impact metrics, yield a clear return on investment
• Founder Trust. A founder who is recognized for long trajectory leading HR technologies selection, implementation, integration in parallel to curated Human-experienced design. Her Thought Leadership is seen in forums such as Teh great Place to Work, Human Capital Institute and Employee Experience Institute.
• Value. Partnerships with best-in class instructional designers and workforce architects that truly bridge the skill gap from hiring to promoting. Our Talent and Education (TalentEd) approach sist in its own category as integrated ecosystem to solve Skill Gaps in an AI era.

We have worked with TSX 100 enterprises with up to 110,000 employees. We do our best with Fortune 1000 organizations, typically with 1,000+ employees. We also work with Founder-led Series C and high-growth through Mergers and Acquisitions or simply upsizing companies. We look to solve complexity, help you achive the collective ambition, and great partnerships with Talent and Learning leaders who want to win the market.

No. A critical compenent of our method is Knowledge Transfer. We do not inherit any operation, as soon as a role is defined to stay, you will have the opportunity to connect your team and a digital twin too. Knowledge transfer includes the leadership phylosophy, reaosn for change, talent and learning frameworks, train the trainers, user cases, and we wrap it up in playbooks for sustainment.

Once we establish clear success metrics we can determine the expectation of change. The industry will dictate what is possible too. a 90% engagement may be hard on an industry that yields 70% for best employers and practices. Leadership development shoul always be a highlight of performance, somethings are just not allowed to slip through the cracks as this is key for sustainment.