Filter by theme, sector or size. These are representative example cases for illustration, based on anonymised profiles; named real cases will follow.
High turnover among new care professionals and gut-feeling selection.
Personality test and sector questionnaire as a fixed step, linked to a match profile per role.
Development conversations stayed generic and non-committal.
360-degree feedback and a competency profile per role as a basis for the annual review.
High recruitment volumes for operational roles with time-consuming screening.
Cognitive ability test and short pre-selection up front, linked to the ATS.
Fragmented review cycle without central structure or overview.
Digital review cycle with check-ins, development and annual talks in one portal.
Fast-grown team with unclear roles and rising friction.
Team analysis and drives test as a basis for a session on collaboration.
High turnover and limited progression in store and distribution teams.
Employability scan and development paths to surface internal talent.
Scarcity of tech talent made every miss costly.
Cognitive and personality test to assess potential and team fit up front.
Many vacancies for field roles and little time for screening.
Short pre-selection questionnaire and ability test as a first filter.
Peak recruitment with variable quality of intake.
Standardised selection assessment with a match profile per job group.
Appraisals diverged and were hard to compare.
Competency-based review cycle with clear levels per role.
Limited training budget and a need for focused development.
Personality and drives test to sharpen the development focus.
Seasonal peaks and fast hiring with high drop-out.
Short pre-selection on attitude and customer focus up front.
Ageing workforce and physical work called for sustainable employability.
Employability scan and development paths to keep staff vital and flexible.
Reorganisation called for stronger, agile teams.
Team analysis and 360 feedback to strengthen collaboration and roles.
Large candidate flows needing fast, objective assessment.
Automated pre-selection with ability and personality test via API.
High workload and absence called for attention to resilience.
Mental resilience scan and development talks focused on work balance.
Newly formed team with different working styles.
Drives and team analysis as a basis for working agreements.
Fast growth called for scalable leadership development.
Leadership test and 360 feedback as a basis for a development programme.
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