Employee Mapping
& Placement
An enterprise-grade Hiring & Assessment Operating System designed to automate, standardize, govern, and scale candidate evaluation and assessment workflows.
- AI-powered CV vs Job fitment
- Competency-based evaluation methodologies
- Structured and governed assessment processes
- Large-scale assessment capabilities
- Centralized dashboards and analytics
- AI-powered assessment and placement visibility
01 — Assessment Methodology
Post-Discovery design — instruments, weights and thresholds confirmed after Discovery phase
Discovery & Framework Review
The organization's competency architecture, proficiency levels, existing performance data
Competency-to-Assessment Matrix
Each competency dimension mapped to validated assessment method
Multi-Dimensional Assessment
Technical · Cognitive · Behavioural · Leadership · AI Fit
Placement Decision Output
Placed · Develop · Redeploy · Review — with evidence trail
Competency-to-Assessment Matrix
Each competency mapped to the validated assessment methods that measure it.
02 — Assessment Approach by Group & Level
Methods and emphasis calibrated to responsibility scope and competency expectations.
03 — Evaluation Framework & Competency Alignment
Three-dimension scoring model anchored to the organization's own framework language and proficiency levels.
Competencies
Focus: Leadership · Behavioural · Technical
Multi-instrument assessment battery mapped to the organization's competency framework and proficiency level definitions
Potential
Focus: Cognitive · Adaptability · Growth capacity
Cognitive ability assessments and behavioural indicators identifying readiness for advancement
Job Fit
Focus: Skills · Experience · Behavioural alignment
AI CV-to-JD matching + automated comparison against the organization's defined placement criteria
Agentic AI Platform — Employee Mapping & Placement Intelligence
The Agentic AI engine powering employee mapping and placement decisions — evaluating CV-to-role fitment, competency alignment, placement readiness, and comparative suitability against predefined organizational criteria with evidence-based insights in seconds.
Phase 5: Rollout — Workforce Distribution Dashboard
Live placement outcomes across all five employee groups — strategic workforce snapshot at population level.
Placement Outcome Distribution by Employee Group (%)
Key Workforce Insight: Technical & Trade shows the highest Redeploy (16%) — targeted skills intervention recommended.
Illustrative sample data — final dashboard customised post-assessment to the organization’s structure and results.
Phase 5 · Rollout
Organisational Gap Analysis Heatmap
Competency gap concentration by function — drives L&D prioritisation and workforce planning post-placement.
| Function | Strategic Leadership | Technical / Functional | Cognitive & Reasoning | Behavioural / Core | AI-Enabled Fit |
|---|---|---|---|---|---|
| Strategy & Planning | 4 | 3 | 4 | 4 | 3 |
| Operations | 3 | 4 | 3 | 3 | 4 |
| Engineering & Projects | 2 | 5 | 4 | 3 | 4 |
| Finance & Commercial | 3 | 3 | 4 | 4 | 2 |
| People & Culture | 4 | 2 | 3 | 5 | 3 |
| Technology & Digital | 3 | 4 | 4 | 3 | 5 |
⚑ Workforce Intervention Signal: Engineering & Projects — Strategic Leadership gap (2). People & Culture — Technical gap (2). Finance & Commercial — AI Fit gap (2). These three clusters drive L&D prioritisation.
Illustrative sample data — actual heatmap generated post-assessment and customised to the organization’s function and competency structure.
Phase 6: Time Program — Project Timeline & Delivery Schedule
Phased delivery plan from kick-off to ongoing post go-live support, mapped across an 8-week horizon.