Develop your teams, promote with confidence, and hire candidates who've already done the job — all measured against the same 43-skill standard. Every engagement opens with the Capability Audit: one cohort, three weeks, your own data.
Every engagement runs one spine — DIAGNOSE → DESIGN → DEVELOP → CERTIFY → REPORT — and every relationship opens with the same low-risk entry: the Capability Audit (fixed fee, ~3 weeks, one cohort baselined, findings report delivered). Decide everything else after you see your own data.
| Solution | The pain it kills | The promise |
|---|---|---|
| New-Hire Readiness | Hires take 6–9 months to become productive | Role rehearsal instead of induction; readiness reported at 30/60/90, not attendance |
| First-Time Manager | A third of promoted ICs struggle; their teams' attrition follows | Every new manager rehearses the hardest conversations before having them on real people; certified readiness as the promotion standard |
| Leadership Bench & Succession | A slate of three names from a 9-box meeting | An evidence-based Ready-Now Index per candidate, with a verifiable trail a board can interrogate |
| Frontline & Sales Effectiveness | Training scores 4.6, pipeline unmoved | Reps rehearse this week's deal — discount pressure, procurement squeeze — and leaders watch skill movement, not attendance |
| Workforce Capability Intelligence | Skills data is self-reported, in a spreadsheet, from 2023 | An evidenced skills ledger from demonstrated performance, feeding your HR systems; heatmaps that double as TNA |
| Transformation Readiness | New pricing goes live in 90 days; nobody has rehearsed the conversation | Simulations built from your own documents in days; every affected role rehearses before go-live |
What the organisation sees
How it works
Tell us the role — sales, operations, management, support. We build a simulation from how that work is genuinely done on your team.
Candidates or employees step into the scenario and make real decisions. No quiz, no self-report — the actual work of the role.
Everyone is evaluated against the same defined standard for the role — not an interviewer's gut, not an AI's opinion. Fair, comparable, defensible.
You get a clear, comparable view of how each person performed — to hire with confidence, or to develop with focus.
What your company gains
Replace gut-feel hiring with a fair, comparable record of how each candidate actually performs the work.
See exactly where each person is strong and where they need support — and measure whether development is actually working.
The same framework evaluates everyone, so your hiring and development decisions hold up to scrutiny — from a panel to the board.
We'll walk you through a live simulation for a role you actually hire for — and show you what the evidence looks like.
Start with a Capability Audit →