Evidence-Based Results
The Science of Enabling High Performance
Isn't Guesswork — It's Engineering
Predictive validity of our technology is measured in the process of creating our success models,
and then again after real people have performed against the 'high achievable' standards we set.
After two decades as an HR leader and cognitive scientist, I've seen what happens when organizations stop guessing about talent and start engineering it.
The evidence is overwhelming.
Five global corporations have applied Talent Engineering — a research-based, three-step framework — across different industries and roles. Here are examples of the operational and financial results:
Real-World Results Across Diverse Industries, Jobs and Levels
Applied across 5 global corporations in manufacturing, finance, technology, and more
Wafer fab technician turnover dropped 18% — eliminating hundreds of thousands in hiring and training costs, plus avoiding millions in quality problems directly caused by turnover.
Sales professionals matching our Success Profile were 4× more productive than average performers. Single year impact: $14 million additional revenue, plus faster onboarding and less supervision required.
55 mechanical engineers facing layoff were reassessed using talent analytics. Unrecognized capabilities were uncovered. 42 transitioned successfully into new software engineering roles.
Over 400 managers received 360-degree feedback and coaching on 21 leadership standards. Nearly all managers who accepted and acted on the feedback increased their rating the following year. None who dismissed the information got higher ratings.
A failing mid-manager received assessment-based coaching. Six months later, the management team recognized him for high performance — transformed by understanding where and why he was struggling.
45 HR professionals were analyzed. Talent Analytics predicted their job performance with 87% accuracy. The 22 lowest performers were reassigned to roles matching their actual talents.
A success workshop developed from research on thousands of high performers reached 5,000+ employees. Highest rated workshop company-wide for three years straight. 4.5/5 value rating.
The Numbers at a Glance
Productivity Comparison
Sales sector — talent-matched vs. average performers
Performer
Performer
Single year impact: $14 million additional revenue
Talent Analytics Prediction Accuracy
HR Operations — 45 HR professionals assessed
Talent Analytics predicted job performance with 87% accuracy — enabling precise role alignment and reassignment.
Leadership Feedback Outcomes
400+ managers — acted on feedback vs. dismissed it
Coaching on 21 leadership standards — feedback ratings measured year-over-year
Workshop Value Rating
Organizational Learning — 5,000+ employees
4.5/5
Value Rating
The Take-Away Insight
High performers aren't random. Neither are high-impact roles. When you systematically analyze what distinguishes excellence, measure people objectively against those standards, and make decisions based on data — everything changes.
That's Talent Engineering. That's the future of how organizations build, place, and develop people.
"The question isn't whether this works. The evidence says it does. The question is: what does over-reliance on traditional HR methods and your intuition cost you every day?"
How Talent Engineering Produces These Results
Study what distinguishes your high performers to set high-achievable standards.
Measure candidates and employees objectively against those standards.
Deploy targeted, assessment-based development solutions that drive real outcomes.
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