TALENT ENGINEERING TECHNOLOGY®
A Proprietary Technology for Engineering Human Performance
We are seeking a commercial buyer to acquire the intellectual property and business assets of Talent Engineering Technology®
We are Research Scientists not Assessment Vendors
SCIENCE-BASED DIFFERENTIATOR
Our science-based technology 1) precisely identifies what distinguishes top performers, 2) measures job-specific compatibility, and 3) turns objective performance data into actionable talent and 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
Job Performance is a Work-People-Environment Interaction
We Develop Standards, Measures, Solutions to Enable Work-People-Environment Synergy
Talent engineering is a proprietary technology for engineering human performance. It uses scientific methods to identify what distinguishes top performers, measure job-specific compatibility, and turn performance insights into actionable business decisions.
OVER 30 YEARS APPLIED TALENT RESEARCH
A cognitive scientist studied thousands of high performing employees in diverse jobs at all levels in global companies to discover what distinguished successful people in each job
DIAGNOSTIC-ANALYTIC TOOLS CATALOG
Our research was translate into practical applications tools that explain-predict-improve how talent is best acquired, developed, and applied in the real world of business
Why Your organization needs Talent Engineering Technology®
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.
Top 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.
5 Industry-leading clients issued us contractor's badges to deploy Talent Engineering WORLDWIDE
We analyzed millions of data points using advanced analytics to uncover what distinguished thousands of top performers in diverse roles in global industries (Alcatel, Hitachi, J&J, Nokia, and Texas Instruments).
Our HR technology integrated seamlessly with existing systems, so these 5 clients provided us contractor badges to facilitate worldwide deployment. We secured long-term contracts by delivering measurable productivity results, empowering these companies to utilize the technology for effective talent management and to self-reliantly control performance variance.
Talent Engineering Technology® COMES WITH A do-it-yourself Toolkit
3 STEP PROCESS
- STANDARDS — Define high performance
- MEASURES — Objectively measure people
- SOLUTIONS — Offer targeted development
A technology users' license includes 6 application tools that will help you Hire, Develop, Engage, Coach and Retain top performers - using our fact-based talent management tools:.
- 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.
Value to one client: $14 MILLION additional annual sales revenue
A client CFO reported that our Success Profile added $14M in annual sales revenue to their business.
After using it to improve hiring quality it was then applied to the population of existing sales pros and improved their performance
- 714 Sales Reps used it to self-develop
- $Millions gained from Profile standards
- 3.2× difference in productivity
- Lower Turnover = Lower Costs
- Shorter time to productivity
A single Success Profile had annually reoccurring impact
Talent gaps between High Vs Average became actionable
Better hires reduced turnover and lowered hiring costs
Lasting Value from One Success Profile
Hires matching a Profile of job-related top performers are more productive
People who match their job Success Profile people don't quit, are absent less, better serve customers, and innovate more.
Managers in Profiled jobs spend less time supervising and more time coaching self-reliant employees
Everyone in a Profiled job gets a 'working model' of how to succeed in their job.
More Examples How Talent Engineering Adds Measurable Value
16% Less turnover - Improved Quality and productivity
A client's Wafer Fab technicians took almost a year to be knowledgeable, productive and free of expensive production errors so turnover was costing $millions. Using our tools-methods we cut it from 42% to 26%.
Assessment-based Leadership Development
We led an international team of psychologists and HR Consultants in the development of a leadership assessment-development process which was anchored by our methods
We established 21 high-achievable leadership standards and measures and then taught the team how to coach on those criteria.
Out of 506 managers assessed, only those who got 360 feedback got higher ratings the next year.
Analysis led to effective Culture-Climate change
Analysis led to effective Culture-Climate change
A client's electronics assembly plant of 500 employees was experiencing high turnover and lower employee morale, so they asked us to assess the work climate-culture for causes.
We conducted a web-based survey of the Work-People-Environmental conditions affecting employees that identified specific actionable causes which internal teams resolved.
More Examples How Talent Engineering Adds Measurable Value
A client offered $1 Million for our profiling method
A client offered $1 Million for our profiling method
A client offered $1 Million for our profiling method
Traditional talent assessment methods rely on analytics that predict performance based on correlations, which merely associate a characteristic with capability. In contrast, Talent Engineering utilizes advanced analytic tools to provide a more accurate prediction through a detailed analysis of root causes across multiple quantitative meas
Traditional talent assessment methods rely on analytics that predict performance based on correlations, which merely associate a characteristic with capability. In contrast, Talent Engineering utilizes advanced analytic tools to provide a more accurate prediction through a detailed analysis of root causes across multiple quantitative measures. The result of these improved talent management strategies includes enhanced job-person compatibility, boosted productivity, and employee success.
87% Predictive Accuracy of Year-end Performance
A client offered $1 Million for our profiling method
A client offered $1 Million for our profiling method
We used our Talent Analytics tool to analyze and explain performance variance in a 42 member HR team.
Correspondence analysis reported in the chart above accurately predicted performance ratings of 87% of people studied. 14 of those with the lowest performance were reassigned to more compatible work because they deviated significantly from the Profile of high performers.
Workforce re-Alignment from Talent Diagnostics
A client offered $1 Million for our profiling method
Workforce re-Alignment from Talent Diagnostics
A defense contractor's government contract ended and 57 mechanical engineers were identified for layoff
Using Talent Analytics s tools we investigated whether these engineers had potential to learn and perform well in other roles. We found compatible jobs for 42 of them
It also showed strengths-limitations so learning could be focused
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