CEO
“Can our workforce deliver the strategy?”
Capability Index + gap-vs-plan
Build / buy / reskill · expansion & M&A readiness
Business impact
What verified skills do to your KPIs.
The engines turn skill from an unmeasured intangible into a live number you can move — and the improvement flows straight into hiring, mobility, L&D, compliance and revenue. Here is the chain, with an illustrative model you can size to your organisation.
Capability Index80% of workforce verified
71▲ +17 / 12 mo
was 54 · target 78
Skills are improving
Gap closure61% ▲was 22%
Skills at / above target68% ▲was 41%
Time-to-proficiency19w ▼was 34w
Training transfer (re-verify)72% ▲was 31%
Business impact
Quality of hire (90-day)+18% ▲
Internal-fill rate41% ▲was 19%
Early attrition (6 mo)15% ▼was 24%
Time-to-shortlist4 days ▼was 6 wks
⚡ AttributionReps who moved Objection-handling L2→L3 closed +14% more · L&D spend → 2.3× transfer
Illustrative scorecard — directional figures for a representative 5,000-person enterprise, 12 months in. Not verified client results.
Model your impact
Size it to your organisation.
Assumes ~15% annual hiring ≈ 750 hires/yr.
4,000
employees with a verified skill record
165/yr
external hires avoided (filled internally)
$1,320,000/yr
hiring cost avoided via internal mobility
4,500hrs/yr
recruiter screening hours returned
Illustrative model — outputs scale your inputs by representative improvement rates. Directional, not a quote.
Why it moves
Measurement → improvement → outcome.
1
Measure
The Proof & Evidence Engines make skill visible — verified, current, comparable. You can't improve what you can't see.
→
2
Improve
Gaps become plans, plans get re-verified. Proficiency, coverage and transfer become metrics you actively move.
→
3
Outcome
Skill Intelligence turns that into decisions — and the results show up in hiring, mobility, compliance and revenue, with attribution.
The boardroom
A number that changes a decision — for every CXO.
The point isn't a dashboard. It's that each leader gets evidence where they had a gut feeling.
CHRO
“Is our talent spend actually working?”
Internal-fill 41% · transfer 72%
Shift spend external-hire → mobility; retire completion-based L&D
CFO
“What's the ROI of people spend?”
Cost-per-hire −32% · L&D 2.3×
Reallocate budget on attribution, not faith
COO
“Are my teams genuinely capable?”
% qualified 94% · gap closure
Staffing, coverage and quality calls
CRO
“Which rep skills drive revenue?”
L2→L3 objection-handling → +14% close
Coaching focus + hiring profile
CCO / Quality
“Are we audit-ready right now?”
% currently qualified · freshness
Audit defense · targeted re-qualification
See what this looks like on your workforce.
We'll model your capability picture and the KPIs it moves — on your headcount, your roles, your numbers.
Talk to us