Hire-to-Retire™ Readiness Assessment

Progress Stage 1 of 7

Stage 1 · Hire

🔍 Hiring

Do hiring profiles explicitly map to required skills, knowledge, and behaviors for role success — rather than resume keywords or gut feel?

Not in place

Hiring is based on gut feel or resume scanning. No defined skill or behavior profiles exist.

Ad hoc

Some roles have informal expectations but they're not documented or consistently applied.

Documented

Job profiles exist for most roles with defined competencies — but hiring decisions aren't always scored against them.

Measured

Profiles are used in structured interviews and candidates are scored against defined skill criteria.

Optimized

Hiring profiles are continuously validated against new-hire performance data and updated each hiring cycle.

Please select an option before continuing.

Stage 2 · Onboard

🚀 Onboarding

Is your onboarding curriculum tied to defined competencies and time-to-productivity milestones — with measurable proficiency checkpoints before sign-off?

Not in place

Onboarding is ad hoc. New hires shadow others or receive no structured program.

Ad hoc

There's an informal first-week checklist but no competency targets or productivity milestones.

Documented

A structured onboarding program exists with defined topics — but outcomes aren't tracked or measured.

Measured

Competency checkpoints exist at 30/60/90 days with scores benchmarked against role expectations.

Optimized

Time-to-productivity data is tracked, benchmarked, and used to continuously iterate onboarding design.

Please select an option before continuing.

Stage 3 · Train

📚 Training

Are training programs aligned to specific business KPIs — with outcomes measured against performance impact, not completion rates?

Not in place

Training content exists but has no explicit link to business outcomes or performance goals.

Ad hoc

Some training is tied to job requirements but success is measured only by completion certificates.

Documented

Training programs have stated business objectives — but impact measurement is limited or inconsistent.

Measured

KPI-linked training programs exist with pre/post performance comparisons tracked and reported.

Optimized

Training ROI is calculated per program. Results feed back into curriculum decisions. Underperforming content is retired.

Please select an option before continuing.

Stage 4 · Coach

🧑‍🏫 Coaching

Is your coaching Cadence™ structured — with defined frequency, focus areas, and evidence-based inputs from skill gap data rather than manager instinct?

Not in place

Coaching is informal or nonexistent. Managers decide when and how on their own.

Ad hoc

1:1s happen sporadically but have no structured framework, cadence, or skill gap inputs.

Documented

Coaching cadence is defined (e.g. monthly 1:1s) with an agenda template — but not tied to skill gap data.

Measured

Skill gap data surfaces coaching priorities. Progress is tracked between sessions and reported up.

Optimized

Coaching actions feed into individual development plans. Outcomes iterate training program design continuously.

Please select an option before continuing.

Stage 5 · Perform

📈 Performance

Are performance metrics explicitly tied back to L&D investment — with feedback loops from performance data into curriculum design and hiring criteria?

Not in place

Performance reviews happen but aren't tied to hiring profiles, training targets, or L&D investment.

Ad hoc

Some managers link performance to job expectations but it's inconsistent org-wide — no closed loop to L&D.

Documented

Performance framework references role profiles. Results are documented but don't systematically inform L&D programs.

Measured

Performance data is compared to training targets. Identified gaps trigger targeted development actions.

Optimized

Performance data automatically surfaces training and hiring improvement signals. Close loops are tracked and verified.

Please select an option before continuing.

Stage 6 · Identify Attrition Risk

⚠️ Retention

Do you have leading indicators — engagement, skill stagnation, coaching frequency, performance trends — that predict attrition before the resignation letter arrives?

Not in place

Attrition is a surprise every time. Exit interviews are your first signal of disengagement.

Ad hoc

Managers flag flight risks informally but there's no systematic process, data, or intervention playbook.

Documented

Engagement surveys run regularly — but results aren't linked to attrition patterns or proactive interventions.

Measured

Leading indicators (skill stagnation, coaching gaps, tenure risk) are tracked and reviewed by HR quarterly.

Optimized

Predictive models surface flight risk 60–90 days before it materializes. Targeted retention actions are tied to the data.

Please select an option before continuing.

Stage 7 · Grow

🌱 Growth

Are succession and career development paths aligned to org strategy — with readiness data driving internal mobility decisions rather than tenure or politics?

Not in place

Career development is informal or absent. Promotions are tenure-based by default.

Ad hoc

Individual managers create development plans but there's no consistent org-wide framework or criteria.

Documented

Career ladders exist with defined competencies — but aren't tied to readiness scores or strategic objectives.

Measured

Development paths reference readiness data. Succession candidates are identified by skill profiles, not just seniority.

Optimized

Succession planning is continuously refreshed with readiness data. Internal mobility decisions are evidence-based, not political.

Please select an option before continuing.

Almost there — where should we send your report?

Your stage-by-stage Hire-to-Retire™ Readiness profile is ready. Drop your details below and we'll show it instantly — plus email you a copy.

Your name

Work email

Company size

No spam. Unsubscribe anytime. Your data is never sold.

Your Hire-to-Retire™ Readiness Score

Assessed across all 7 lifecycle stages using the TalentOrchestrationIQ™ framework.

—

Readiness

Lifecycle Stage Breakdown

Priority Gaps to Address

Retake the assessment · Explore CurricuLab Pro™

Where is your workforce readiness actually breaking down?

Almost there — where should we send your report?

Your Hire-to-Retire™ Readiness Score

AI Readiness Coach