The questions people ask before they book a session.

The shape is simple even before the number is scoped: one investment to design and build, then one flat ongoing amount that includes the software and the team behind it, locked for three years, no escalator, additive to the payroll system you keep, roughly a quarter of what a full suite runs. Tell us your employee count and the area you want to improve and we'll give you a realistic range, usually the same day.

Because the number depends on your situation: size, which areas, how much support you want. A grid would either overcharge the small team or hide the real number behind "contact sales." We'd rather give you a real range early, in writing, before anyone asks you to commit.

It's one number that includes both, because they don't work separately. Roughly two-thirds of organizations implement new HR technology without changing how they work (Mercer). The design work is why the software produces results instead of becoming shelf-ware. And the first round of that design work, the Talent Improvement Session, is free.

That's the right discipline, and we've built for it. Engagements are sized to one area and one budget. Advisory-Only, where we improve your process on the system you already have, is the smallest starting point. Volunteers, interns, and board members are managed in the same training system as employees, which grant reviewers tend to appreciate. And the Talent Improvement Session is free, with no follow-up chase, so it's an easy thing to bring to your executive director.

No. Sometimes the honest conclusion of a first session is that your system is fine and your process isn't. We do some of our best work on other people's software: same method, your current system. If your platform genuinely is the constraint, we'll say so and show you why. Nobody here is measured on moving you off of it.

Switching now would be waste, and we won't suggest it. The contract is a reason to fix the process on the platform you're paying for. If a move ever makes sense, it waits for your renewal date.

Size matters less than readiness. Some of our clients' entire HR department is one person. Some are a thousand employees. What matters is that improving talent is something you want to do deliberately, and that you'd rather have expert help than another login.

Our work concentrates in healthcare (multi-location physician groups, surgery centers, dental, post-acute) and manufacturing, with a long history in nonprofits, government contracting, and banking. Ask us the specific question: exclusion screening, credential renewals and survey prep in healthcare; OJT hours, safety recertification cascades, and kiosk apply on the plant floor in manufacturing; grant documentation and volunteer training in nonprofits.

Benefits, payroll, time and attendance, and core HRIS. Talent Lifecycle means Recruiting, Onboarding, and Training Management. We run beside your payroll and HRIS, not instead of them.

The Talent Improvement Session is free, runs about 60 minutes, and is not a demo. It does not open with software. You pick one of three areas: recruiting, onboarding, or training management. Within 48 hours you get your Talent Improvement Plan: specific, actionable recommendations scored against the method's benchmarks. And nobody will chase you afterward.

You get the plan. You can run it yourself, and some teams do. If you want help, we scope one area, give you two numbers, and start with the work that lands fastest. If the answer is "not now," tell us when to check back and that's when we will.

That's usually a picture of the six-week training marathon most vendors run. Ours doesn't work that way. You're live with real requisitions in days, our team beside yours, configuration on our side of the table, and the plan never loads more change than your team can carry. The build is phased on purpose, so the foundation settles before the next wave lands.

It's what holds the price flat. No escalator, no renewal creep, while the improvement compounds. It protects your budget, not our revenue. And everything we build together is yours to keep: the processes, the playbooks, the data. The term never holds your work hostage. We'll walk you through the exit terms before you sign.

A senior consultant who knows your process, backed by a configuration team that makes the changes. You tell us what you want to do and why, and we make the change. Regular reviews and an Annual Talent Checkup measure the process against the standards we set at the start and surface the next improvement.

Fair. We've been building HR software since 1999, 27 years and more than 600 engagements, and we've been quiet because the growth came from clients rather than marketing. Ask for two reference calls in your industry before you commit to anything. We'll set them up.

Recruiting, Onboarding, and Training Management as one connected system. What recruiting collects flows into onboarding without re-entry. The role and department someone is hired into drives their training requirements automatically. Reporting covers the whole lifecycle against the standards your engagement set.

Parts of our story are 27 years old. The resume parsing engine, native e-signature, and the any-form onboarding engine shipped or were rebuilt this year. We win on process outcomes and service depth, not screenshot contests, and the roadmap is funded and moving.

Practical and governed. AI job-description summarization for job postings is live today. In development is a governed data layer: read-only, sensitive fields masked by default, fully audit-logged, human approval on any action, so you can connect the AI assistant you already use to your own recruiting data. In hiring, an unauditable AI action is a liability, not a feature. Ask any AI vendor two questions: who approved the action, and where is the log?

Yes, through an integrated partner today, with in-record texting on the near-term roadmap. We'll tell you exactly where it stands in the session rather than promising parity we don't have yet.