TALENT ENGINEERING TECHNOLOGY®
A Proprietary Technology for Engineering Human Performance
Strategic opportunity: We are seeking an organization interested in acquiring this technology and its intellectual property
Established Portfolio of Talent Standards-Measures-Solutions
- Science-driven predictive ability
- Proprietary research from 30+ years
- Automation algorithms to keep it simple
- Success Profiles for any job
- Development tools for leadership
- Proprietary Assessment Tools Inventory
- Hiring system ensures compatibility
- Talent Analytics are state-of-the-art
- 7-Step Coaching system
- Training curriculum- Learning Matrix
- Customization for every product
Technology Certifications
We certify client users to be self-reliant in all of our technologies and have a diverse array of alternative tools to apply across diverse talent applications
Ongoing Technical Support
After certification client users are well equipped to operate our tools independently; however they do bring us some challenging questions. We welcome them
Licensing opportunity
The end-game for us is not making more money...it is helping people succeed - so we are delighted to turn over our technology to client license owners
Developed through Applied Research. Tested in Enterprise Environments
A client CFO reported that our Success Profile added $14M in annual sales revenue to their business.
> After using it our 'Success Profile' to improve hiring quality it was successfully applied to coach the population of existing sales pros
> It improved existing sales resp's performance by explaining how high performers excelled and provided a 'working model' of success
- $Millions saved from lower turnover and hiring cost
- 3.2× difference in productivity
- Shorter time for new hires to be productive
- Reduced need for supervision
We are Research Scientists not Assessment Vendors
SCIENCE-BASED DIFFERENTIATOR
Science-based technology precisely identifies what distinguishes top performers, measures job-specific compatibility, and turns objective performance data into actionable business decisions.
Traditional talent assessment methods try to predict performance based on correlations, which merely associate a characteristic with capability. In contrast, Talent Engineering Technology® utilizes advanced analytic tools to provide a more accurate prediction through a detailed analysis of 5 root causes of performance variance. The result of this improved talent management strategy includes enhanced job-person compatibility, boosted productivity, lower turnover and greater employee success.
Our secret? Knowing root causes of performance
Evidence it Works: Contractor badges issued by Alcatel, Hitachi, J&J, Nokia, Texas Instruments
These clients renewed contracts with us to deploy Talent Engineering Technology® worldwide - in diverse job-roles at all job levels. We earned their trust by delivering value.
Our high-trust, high value working relationships led many clients to offer us jobs...but we told them, "We are already working for you just like an employee"
After an employment services firm used Success Profiling tools-methodology THEY OFFERED $1 MILLION TO BUY IT
Client Licenses & Certification
Clients contracted with us to teach our methods and provide technology for self-reliant use, Line managers, HR and employees learned to use the tools in 2 hours because we built TET for users with no prior expertise. We avoided dependencies so they assigned us more certifications and talent projects
Leadership Development
We led an international psychology team to develop-execute a leadership assessment-development process.
Using Talent Engineering, we set 21 high- standards, objective talent measures, and taught our coaching method. Out of 506 managers, only those we coached got higher 360-feedback ratings.
87% Predictive Accuracy
Our Talent Analytics tool analyzed and explained performance variance in a 42 member HR team. It predicted their year-end performance ratings with 87% accuracy. Low performers were reassigned to more compatible work and developed where they varied from from the Profile of high performers.
Super-Stars at work Must Too Often Sacrifice for it at Home
Over-relying on top performers' to get things done right is 'Managing on the Edge of Failure'
About 20% of employee in any job are true 'high performers' who generate most of the productive outputs. As a result they burn out trying to cover for average and poor performers
Why Do Organizations Rely on So Few to Do So Much
Hiring and development processes in most organizations are geared to hire and develop 'average' performers because they don't have an accurate/complete picture of what distinguishes the high performers in each job or how to measure them.
Talent Engineering Technology® was specifically designed, developed, tested, and refined to predict success, so it corrects the fatal flaws in selection and development processes.
Our Solution: assess talent on high achievable standards using measures that accurately predict high productivity.
Productivity RISK: failing to hire-develop-retain high performers
To compete with leading organizations you need high-performing employees to take you there. Our research demonstrated that you can create more high performers by 1) hiring them. 2) training them or 3) sharing a model of success based on what distinguishes their high performing peers
Research shows Top Performers produce 4-8 times more value
Value Curve – Research Evidence
- Schmidt & Hunter's research shows top performers (in the 84th percentile) far outproduce average workers by 19% in unskilled roles, 32% in skilled roles, and 48% in professional and managerial roles
- O'Boyle & Aguinis (2012) found 20% of employees generate 80% of the value an organization creates.
- High performers are 400% more productive than average across studies. In high‑complexity jobs (e.g., managers, software developers), the gap reaches 800%. McKinsey “Attracting and Retaining the Right Talent” (Nov. 24, 2017)
Value Gap Reported in Dollars
The value gap between high and average performers is large at all job levels but increases as jobs become more complex.
What the talent gap means in dollars
In $40,000 positions, a poor performers contributes $32,000 less per year than a top performer. A top performer in that same role adds $16,000 more per year than an average employee in the job — roughly 40% above the role's base value, significantly boosting productivity.
At a $65,000 average salary, 500 top performers would add $13M in value per year over an average-performing workforce, highlighting the importance of effective talent management.
Talent Engineering Technology® comes with do-it-yourself Toolkit
3 STEP PROCESS
- STANDARDS — Define high performance
- MEASURES — Objectively measure people
- SOLUTIONS — Offer targeted development
6 application tools are included with a technology users' license to help you Hire, Develop, Engage, Coach and Retain top performers.
- Candidate Guide attracts exceptional people through insightful talent research.
- Hiring Guide selects top performers using data-driven methodologies.
- Development Guide focuses on identifying and addressing talent gaps.
- Coaching Guide shows the path to excellence, ensuring continuous growth.
- Self Management Guide provides a job-specific model for individual accountability.
- Culture Guide edits habits and expectations to foster a high-performance environment.
Acquire the Technology. Scale the Performance Advantage with ready-to-use assets that do not have to be sold because employees ask for them.
Talent Engineering Technology® is a proprietary, science-based system for identifying what distinguishes high performers, measuring job-specific talent, predicting performance, and translating insights into targeted development.
Developed over decades of applied research and enterprise use, the TET combines proprietary analytical methods, assessment tools, Success Profiles, learning solutions, and implementation resources.
We are seeking a strategic buyer to acquire the entire Talent Engineering Technology business and its associated intellectual property and assets. The opportunity is to integrate and commercialize this established technology through an organization with the reach, infrastructure, and customer base to scale it.
Interested in licensing, partnering, or acquiring the method? Contact Jeffrey Lyons (972) 658-6873
Discuss a Strategic Acquisition
Schedule a confidential introductory discussion with the owner by contacting me
Science-based Technology
Differentiated by high achievable standards, objective measures and precise Solutions
Contractor Badges = Trust
5 top corporations relied on our technology for so long they issued us contractor badges