From nothing to a thousand insights in weeks.

What was wrong

No skills framework, no benchmarks, and no way to see how anybody was doing against what their job asked of them.

Promotions, pay and training were decided without data. People who were about to resign were invisible until they did.

What we built

A skills framework built for the jobs a professional services firm actually has.

Then hr goat read the results and wrote 1,007 notes on them: 405 flagging a risk, 602 pointing at an opportunity. HR finally had a list in priority order.

What changed

• Who might leave: 405 early warnings, in time to do something about them.
• Who is ready: 602 people scoring above the benchmark with room to go further.
• Performance: Managers have real numbers to open a review with.
• Hiring: The firm now knows what good looks like internally, so it can judge outside candidates against it.
• Training: Money follows the gaps in the data, not seniority or who asked loudest.

Where they are now

From no skills data at all to a scored workforce and a prioritised action list, in weeks rather than months.