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There is a crucial link between Talent and Value. Superior talent is up to eight times more productive. It’s remarkable how much of a productivity kicker an organization gets from top talent. A 2017 study of more than 600,000 researchers, entertainers, politicians, and athletes found that high performers are 400 percent more productive than average ones. Studies of businesses not only show similar results but also reveal that the gap rises with a job’s complexity. In highly complex occupations—the information- and interaction-intensive work of managers, software developers, and the like—high performers are an astounding 800 percent more productive.


Talent Attraction - Employer Branding
4 to 8 weeks sprint

Employer branding is the WHY someone wants to work and stay at your company – your reputation online and offline. We will begin with driving out your Culture DNA - mission, purpose, values. Next, we develop your Employer Value Proposition (EVP), and a comprehensive marketing strategy to help you showcase your company’s culture and what makes you different from other employers to attract the diverse pool of applicants you need to succeed. We’ll upgrade your About Pages and Careers Pages, and also help you prepare briefs for recruiters and job adverts that resonate with prospective employees from diverse backgrounds.


Employer Value Proposition (EVP)
2 to 4 weeks sprint

EVP is the combination of qualities that makes you unique as an employer and appeal to potential employees. This is how you attract and keep the RIGHT talent. According to Gartner, a well-crafted EVP would enable your organisation to achieve a 50% deeper reach into the candidate market. Whether you are new company or have been around for a while, we'll research how you’re really perceived by your past, present, and potential employees in developing or refreshing your four to six bespoke EVP pillars.

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Candidate Experience Insights (CXP)
2 to 4 weeks sprint

Candidate Experience this is the overall candidate's perception opinion about your company's recruiting and hiring process. This includes all touch points during recruitment – job search, the application process, interview process, communication along the way and on-boarding. Paying attention to the CXP is beneficial in increasing your talent attraction pool, positively impacting your employer brand and reducing your cost per hire. 95% candidates are likely to apply again as well as refer others to apply and 55% would tell their social networks about a positive experience. In addition to the insights generated on your Candidate Experience, we will include best practice actionable recommendations for making any improvements.

Present Surprise

On-boarding / Culture Boarding
4 to 12 weeks sprint

The On-boarding process is the biosphere that cultivates your culture. Rather than setting new employees up for success, organizations with poor or no on-boarding processes are setting the stage for unplanned attrition, unclear cultural messaging and lower productivity. The faster new hires feel welcome and prepared for their jobs, the faster they will be able to successfully contribute to the company’s mission. Organizations with a standardised On-boarding process experience 62% greater new hire productivity, along with 50% greater new hire retention. Choose between a) all-employee on-boarding b) manager on-boarding and c) leadership on-boarding or have them all! 

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Talent Retention Diagnostics
2 to 4 weeks sprint

Retaining your employees in the current market is not luxury but a necessity. There is nothing so fickle as a human being, making it essential to understand what motivates your employees, what prompts them to change jobs, and why they like working for your organization. Whilst some degree on employee turnover is healthy, however beyond a point it can soon tip into undesirable disruption. The key question is: what makes your employees stay and how can you positively contribute to that? Our Talent Retention Diagnostics help you develop a proactive approach to managing regrettable turnover.

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Talent to Value Mapping 
4 to 8 weeks sprint

Mckinsey research shows that somewhere like 15 discrete roles drive between 40-50% of the value in an organization. This sounds beguilingly simple - getting the right people into the critical roles that drive value for your organization and retain top talent. The snag is that many companies do not have a very crisp perspective on how value gets created and then identifying the roles that are critical for generating the maximum value for the company. Getting the best people into the most important roles does not happen by chance; it requires a disciplined look at where the organization really creates value, identifying value creators, enablers and protectors and how top talent contributes to this. This is what Talent to Value Mapping accomplishes.

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