Stage 1 — Strengths Mapping: every individual completes a TalentPredix™ Strengths Profile, building a company-wide view of capability, potential, and career motivation. Stage 2 — Role Matching: we map individual profiles to current and future roles, identifying viable internal moves aligned to both business need and personal strengths. Stage 3 — Mobility Conversations: managers receive tools and coaching to hold high-quality, strengths-grounded career conversations with their teams. Stage 4 — Action Plans: each individual receives a personalized development plan with clear internal pathways and next steps.

Clients consistently identify 30–40% more viable internal mobility options after a strengths mapping exercise — roles and moves that would otherwise have been filled externally. Internal hires ramp up four times faster than external ones, and employees in high-mobility organizations stay 5.4 years on average compared to 2.9 in low-mobility ones. Internal redeployment also cuts time-to-fill by an average of 20 days and reduces cost-per-hire by 3–5×.

Internal Talent Mobility Mapping is included in the Essential plan (100–250 people) and the Premium plan (250+ people). Starter plan clients receive company-wide strengths and skills mapping but not the full role-matching and mobility conversation toolkit. For organizations on the Starter plan who want to add mobility mapping, this can be scoped as an add-on.

CDaaS is a fully outsourced talent transformation function. Rather than buying a plan and delivering it internally, your organization appoints TalentPredix as its specialist talent partner — covering career development design, strengths assessment, coaching delivery, internal mobility programme management, and quarterly board reporting. It is designed for HR and L&D leaders who want the full strategic impact of a talent transformation programme without the internal delivery burden.

A CDaaS engagement covers: strategic needs analysis and talent transformation planning; full strengths assessment and 360 profiling for your people; design and delivery of career development, AI-readiness, and coaching workshops; 1:1 career coaching for key talent and leaders; internal talent mobility mapping and programme facilitation; Thriving at Work survey administration and analysis; and quarterly progress reviews with board-ready impact reporting.

CDaaS is available as a standalone service or as an upgrade layer on top of any Thriving Careers Plan. Pilots start from £8,000 for a 3-month engagement — no long-term commitment required. Ongoing CDaaS partnerships are priced based on organization size, scope, and the level of delivery support required. A scoped proposal is provided within 48 hours of a discovery call.

Yes — this is precisely what CDaaS is designed for. You set the strategic direction and sign off on plans. TalentPredix owns the design, scheduling, facilitation, coaching, and reporting. Most organizations of 100–2,000 people have just 1–3 L&D professionals. CDaaS gives you the equivalent of a specialist talent function without the permanent headcount cost.

Most outplacement services focus on CV writing, job boards, and interview preparation. TalentPredix starts earlier and goes deeper — beginning with each person’s assessed strengths, motivators, values, and purpose to help them identify not just their next job, but the right next step. This approach produces stronger outcomes for individuals and better protects employer brand, because people leave feeling genuinely supported rather than processed.

A full outplacement engagement includes: TalentPredix™ Strengths Profile to clarify transferable strengths as the individual enters the market; 1:1 career coaching to build clarity, confidence, and direction; a strengths-based Personal Development Plan, strengths-based CV, and career narrative; practical job search support including LinkedIn optimization, networking strategy, and interview preparation; and ongoing coaching through the full transition — not just the first few weeks. Manager and HR support through the communication and wellbeing dimensions of change is also available.

How an organization treats departing employees is one of the most powerful signals it sends to the people staying. When leavers speak positively about their experience — on LinkedIn, Glassdoor, and in their networks — it reinforces the organization’s reputation as a place that genuinely cares about its people. Equally, remaining employees who see their colleagues supported through transition are significantly more likely to stay engaged and committed.

Yes. TalentPredix works with HR teams planning restructures, redundancy programmes, and workforce redeployment to provide outplacement support that aligns with both organizational timelines and individual needs. We can provide support at any volume — from a handful of individuals to large-scale programmes. Early engagement allows us to help HR leaders plan communications and wellbeing support alongside the practical transition services.

TalentPredix offers a full suite of coaching and mentoring services: 1:1 career coaching grounded in individual strengths, values, and purpose; Leadership Coaching for Transformation (3 × 1.5-hour sessions plus TalentPredix 360 profiling); peer mentoring circles with structured facilitation; Manager as Career Coach training; Career Resilience and Thriving in the Age of AI group workshops; and targeted emerging talent coaching for high-potential individuals. Every engagement is anchored in each person’s TalentPredix™ profile, making goals concrete, personal, and connected to business performance.

Leadership Coaching for Transformation is a focused programme for senior leaders navigating change — whether personal, team-level, or organizational. It combines three 90-minute 1:1 coaching sessions with a full TalentPredix™ 360 profiling exercise, giving leaders a clear, evidence-based picture of their strengths, development areas, and impact on others. The result is a personalized leadership development plan the individual owns and drives forward.

Peer mentoring circles are structured group learning experiences where 6–12 individuals from across the organization meet regularly to share challenges, strengths, and solutions. Facilitated by TalentPredix, they build shared accountability, cross-team relationships, and psychological safety. Each participant’s TalentPredix™ Strengths Profile is used to maximize the diversity of perspectives in each circle and to help individuals contribute and grow most effectively.

This is a group workshop programme (up to 25 participants) that equips employees with the human skills AI cannot replace: self-awareness, resilience, adaptability, influence, coaching, and judgment. It helps people understand how AI is reshaping their roles and careers, identify the strengths they bring that remain irreplaceable, and build a personal strategy for thriving rather than just surviving in an AI-shaped world. Available as standalone workshops or as part of a Thriving Careers Plan.

AI readiness starts with human capability. We help you assess where your people are today, identify the strengths and human skills that matter most in your context, and build a structured transformation plan that develops them systematically — not reactively. Our Career Resilience and Thriving in the Age of AI workshops give every employee a practical framework for navigating change. Leadership Coaching for Transformation supports your senior team in modelling the culture you need.

Engagement consistently improves when people can see a clear career path tied to their strengths and values — and when they believe their organization genuinely invests in their growth. We make that path visible, measurable, and meaningful. Our plans average a 20%+ engagement lift within 12 months, measured through the Thriving at Work Survey administered twice yearly from Essential plan upwards.

Strengths mapping reveals the hidden capability your organization already has but isn’t deploying. Clients consistently identify 30–40% more viable internal mobility options after a structured mapping exercise — reducing external hiring spend and time-to-fill. From the Essential plan upwards, we include full Internal Talent Mobility Mapping: profiling, role matching, manager coaching, and individual action plans.

Career clarity is the antidote to attrition. When people understand their strengths, feel valued, and can see a path forward that plays to who they are, they stay. Reducing attrition by 10% in a 500-person organization typically saves £500k–£1m annually. TalentPredix measures career thriving and AI-readiness on an ongoing basis — giving you early warning signals and the data to make the board-level case for sustained investment.

How people leave defines how the people staying feel. Our strengths-based outplacement services help individuals transition with confidence, dignity, and a clear plan — protecting your employer brand and the morale of your remaining workforce. We can support individual transitions or large-scale programmes, and we work with HR teams to align outplacement delivery with your communications and wellbeing strategy.

This is exactly why we built CDaaS. You set the strategic direction; we own the design, delivery, coaching, internal mobility programme, and quarterly reporting. Start with a 3-month pilot from £8,000. No long-term commitment required.

Most TalentPredix plans pay for themselves within 12 months. A Starter plan at £39,000 typically pays back by retaining fewer than two mid-level employees who would otherwise have left. Replacement costs 50–200% of annual salary once you factor in recruitment fees, manager time, lost productivity, knowledge drain, and onboarding. A single mid-level departure at a £50k salary costs between £25k and £100k all-in.

Internal redeployment reduces time-to-fill by an average of 20 days and cuts cost-per-hire by 3–5× compared to external recruitment. At £6,000–£12,000 per external hire, the savings accumulate quickly. Clients consistently identify 30–40% more viable internal moves after a strengths mapping exercise — roles and moves that would otherwise have triggered an external search. Internally promoted employees are also 62–70% more likely to stay long-term.

Plans average a 20%+ engagement lift within 12 months, measured by the Thriving at Work Survey. This is not a vanity metric — engagement is directly correlated with productivity, retention, and discretionary effort. With only 23% of employees globally actively engaged, even a modest improvement in a 200-person organization produces a measurable impact on output and turnover.

Yes. A full ROI calculator is available on request as part of our discovery process. Following your initial call, we produce a scoped proposal within 48 hours that includes projected outcomes and indicative return based on your organization size, current attrition rate, and hiring costs. This is provided at no cost and with no obligation.

Comparable providers typically charge £400–£900 per head for assessment and development programmes. TalentPredix plans deliver per-head costs of £150–£400 at scale, with stronger, more integrated, and measurable outcomes. The cost advantage is structural: our integrated platform removes the need for multiple point solutions, and our outsourced delivery model eliminates the internal overhead of running a programme in-house.