People decisions cost more than people think.
Mis-hires, mismanaged mobility moves and unspoken motivation gaps quietly drain budget, morale and time. Career Dynamics gives your organisation one structured signal across hiring, mobility and development.
The corporate case
Where evidence pays for itself.
A few realities that make a structured assessment layer worth the line item.
≈ 3x salary
Estimated cost of a single bad hire across recruiting, ramp and exit.
70%
of HR leaders report difficulty matching internal candidates to mobility roles.
1 in 3
employees who leave do so because the role no longer matched their values.
Use cases
One platform across the people lifecycle.
Hiring
- Cognitive band tiering for fair, defensible shortlists
- EDGE behavioural fit for sales, leadership and high-stakes roles
- RIASEC interest fit for graduate intakes and career-changers
- PDF summary ready to share with hiring managers
Mobility & succession
- Move people into roles that match interests and values, not just titles
- Surface untapped internal candidates before opening external reqs
- Build defensible promotion shortlists with cognitive + behavioural data
Development & coaching
- EDGE profile-driven 1-on-1 conversations across the org
- Work-values data feeds personalised engagement plans
- Reusable across the year: same baseline, new conversations
Multi-BU rollouts
- Project-based segmentation per BU, region or cohort
- Cohort dashboards roll up across projects
- Centralised admin with role-based access controls
How it fits
Designed to live in a corporate stack.
Career Dynamics is the assessment layer. It works next to the tools your team already uses.
Sits next to your HRIS
Use Career Dynamics as the assessment layer alongside your existing HRIS, ATS and L&D tooling. Export PDF reports and CSV cohort data where you already work.
Defensible by design
Cognitive bands use fixed thresholds. Reports use plain English. Manager conversations stay structured. The audit trail stays clean.
Cohort-level analytics
Go beyond individual reports and see distribution of cognitive bands, top values across a project, and EDGE profile mix across a hiring round.
Your rollout
From zero to first cohort, in days.
- 1
Set up your account
We provision your company workspace, branding and the first admin login. Typically same-day for trial signups.
- 2
Create a project
Group participants by hiring round, BU, cohort, or development programme. Projects keep credit consumption and dashboards clean.
- 3
Invite participants
Bulk-invite by email. Each invite consumes one credit and unlocks all four assessments for that person.
- 4
Use the reports
Download PDFs for hiring managers, read cohort dashboards for L&D, and revisit the same baseline through the year.
Ready to bring evidence to your people decisions?
We’ll set up a workspace for your team, walk through a real participant report, and scope a pilot cohort with you.