Diagnostics
Know who you have before you restructure
Skills inventories and succession heat maps prevent redundant hires and surprise departures when you change spans or sell a division.
Diagnostics combine HRIS exports, manager interviews, and critical-role scoring. Output is a board-ready talent risk register—not a generic nine-box grid.
Critical roles
P&L impact, regulatory exposure, and successor depth scored—not generic nine-box plots.
Flight risk
Tenure, pay gaps, and manager input triangulated; flags are anonymised in board readouts.
Development spend
Recommended investment tied to succession gaps with 12-month action owners.
How long does a diagnostic take?
Four to six weeks for a 200–800 FTE organisation, depending on data quality.
Do you replace HR systems?
No—we work with your HRIS exports and advise on data gaps; system selection is out of scope unless separately scoped.
Can the board see flight risk?
Yes—the readout includes anonymised flight-risk flags and successor gaps for critical roles only.
"The succession heat map showed three roles with no backup—we fixed that before the restructure instead of after."
Diagnostic outputs
You receive a critical-role register, succession heat map, flight-risk flags, and recommended development spend—not a generic nine-box grid disconnected from P&L impact.
Data we combine
HRIS exports, org charts, manager interviews, and performance history are triangulated. Gaps in data are flagged rather than filled with assumptions.
Run a talent diagnostic
Share approximate FTE and industries.