Sales, service and workshop, all on one yardstick.

What was wrong

Different countries, different languages, and very different jobs. HR could not answer simple questions: who is ready for a bigger role, which technicians are struggling, and who deserves more money.

What we built

hr goat across every job family, in English, French and Portuguese. More than 6,900 courses finished, which adds up to about five years of learning.

One picture of the whole region, where a score in one country means the same as a score in another.

What changed

• Pay: Bonuses follow what somebody can do, not how long they have been there.
• Succession: Strong people are named, in every function and every country.
• Training: Courses are aimed at the gaps the data found, per job and per person.
• Hard conversations: Where somebody is persistently under the bar, there is a record to point at.
• Hiring: Regional averages became the bar outside candidates are measured against.

Where they are now

Every job family covered in all three languages, and pay, promotion and training decisions made off the same data.