Strategic people intelligence
Get Ikigai connects business strategy to people strategy — in real time. Making people decisions based on people data, not gut feel.
Company-wide skill map in weeks, not months.
Why Now
Every role needs an auditable grading justification based on competencies, effort, responsibility, and working conditions. Most companies are still running this in spreadsheets. The clock is ticking and consulting projects take 6–12 months.
Every application now looks perfect on paper. Keyword matching is dead. Traditional pipelines surface noise, not signal. Talent Acquisition leads need a new way to actually understand candidates — and an internal-first view of who they already have.
What You Get
Outcomes, not feature lists. Every tile is something your board actually asks for.
Full skill visibility across the organisation, built from actual conversations with employees and managers — not forms, not self-assessments, not CVs.
Internal candidates surfaced before external hiring starts. Every internal fill saves ~120K. Reality-checked requirements grow your pipeline 3–5x.
Every training euro tied to a business-critical gap. "This learning path avoids 3 external hires worth 360K" is a sentence you can take to a budget meeting.
Pay equity dashboards and audit-ready grading reports. EU Pay Transparency Directive compliance in 4 weeks instead of a 12-month consulting project.
How It Works
Deep, structured intelligence across your entire organisation — gathered through conversations, not questionnaires.
AI interviews your employees and managers — separately, about the same roles. Compares what they say. Turns every finding into a concrete action: hire, develop, transfer, regrade. Works from week one. No big project required.
Employee: 15–30 min about their work, goals, interests.
Manager: 20–30 min about team roles, needs, strategy.
Both about the same roles — independently.
Where they agree = confirmation. Where they disagree = the most valuable finding in the system.
Every finding links to actions. Click and it generates the job req, development plan, or regrading justification.
Managers don't just see dashboards — they interact with an AI that knows their team, their gaps, and their goals. Here's what that looks like across different challenges.
No more waiting for recruiters to coordinate. The manager handles briefing, reviewing, interviewing, and deciding — with AI support at every step.
Department restructuring, new technology adoption, market expansion — the AI helps the manager understand what their team can handle and what they need.
Not generic training catalogs — personalized development plans tied to team goals and individual career aspirations.
Need specific skills for a 3-month project? The system finds them across the organisation — including people you didn't know existed.
Why It Works
Three reasons Get Ikigai delivers where traditional HR projects stall.
AI chat instead of forms and workshops — data in days, not months. Async, pausable, no scheduling required.
Employees, managers, and leadership in one consistent picture. Bias and blind spots reduced because both sides describe the same role independently.
15–30 minute chat, role-based views, one-click applications. Minimal friction, high completion rates.
Social Proof
“[TODO: Pull a real quote from a pilot customer or advisor here. Something that speaks to the shift from spreadsheets to live, actionable workforce intelligence — and to the speed of getting there.]”— [Name], [Role], [Company]
Supported by
Case Studies
Four scenarios. From AI interviews to findings to actions. Realistic, illustrative, grounded in the platform.
Scenario · illustrative case study
Result: 2 filled internally (faster, cheaper). 3 external hires with realistic requirements = faster pipeline, better fit.
Scenario · illustrative case study
Result: Sarah stays instead of leaving for an external data role. Marketing gets advance notice. Hiring manager gets a candidate who already knows the data.
Scenario · illustrative case study
Result: Full compliance in 4 weeks. Auditable justification per role. Typical consulting: 6–12 months, 150K+ fees, and a PDF.
Scenario · illustrative case study
Result: A costed, quarter-by-quarter plan the CEO can sign off on — derived from employee, manager, and strategy data.
See For Yourself
Each usecase page has a walkthrough video, interactive prototype, and a concrete example — all in one place. Pick the one closest to your biggest problem.
Manager-led briefing, AI reality checks, internal-first, Smart Apply.
Explore →Gap timelines, scenario simulations, board-ready KPIs.
Explore →EU-compliant job architecture and pay equity in 4 weeks.
Explore →Personalized internal matches, one-click applications.
Explore →Quarterly plans tied to real business gaps.
Explore →IST-views of skill concentration, org health, and data quality.
Explore →Get Started
Every module is standalone. Data gathering and setup in a week. Results immediately. Expand whenever you're ready — the same interview data powers every module.
Recruiting? Pay grading? Workforce planning? Whichever is most urgent. Setup, integrations, and AI interview rollout happen in parallel. No big project required.
Interview completion, first findings, first actions. Reality-checked requirements, surfaced internal candidates, initial grading architecture — whatever your starting module delivers.
Add strategy input. Add more modules. Add more integrations. Same interview data, more value. No re-implementation, no duplicate work.
Why Get Ikigai
Built for European enterprises from day one. Every concern a skeptical buyer has — answered.
Every action is a suggestion a person approves. Critical for works councils, compliance teams, and anyone who has to explain the decision later.
Data residency in the EU. Role-based access. Right-to-erasure baked in. DPAs and ToMs ready for your legal team.
Bidirectional connectors for Workday, SAP SuccessFactors, Personio, BambooHR, Greenhouse, Lever, and more. We add intelligence without ripping anything out.
No individual evaluation of employees. All analytics aggregated and anonymised. Transparent to employees, auditable by works councils.
About
We got tired of spreadsheets and 12-month consulting engagements, so we built the tool we always wished we had.
Meet the team →Pricing
Not a seat count. Start with one module, add more as you grow. A 30-minute call is enough for an indicative number.
See pricing approach →