People Intelligence Platform
HR doesn’t have a tools problem. It has a data problem. Get Ikigai collects HR data, maps skills, identifies gaps, and turns every insight into a concrete next step: hire, reskill, promote, or plan — compliant by design.
Finance, Sales and Supply Chain long ago made the jump from records to intelligence. HR is still copy-pasting from three systems into a single slide.
Your CEO commits to transformation without knowing what skills exist. Your CFO wants workforce KPIs. Your board asks about gaps. Meanwhile you’re consolidating spreadsheets — and talent stays invisible until it walks out the door.
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 needs a new way to actually understand candidates.
Economic shifts demand agility, yet internal talent visibility remains practically zero. Restructuring and upskilling are impossible without a clear understanding of the workforce’s true capabilities. Companies are forced to guess at transformation instead of strategically mapping it.
The outcomes that make HR measurable, strategic, and ready for what’s next.
Make people decisions with the same confidence finance makes budget decisions. A complete, always-current picture of every skill, gap, and potential.
Restructuring, growth, new markets — every change hits your workforce. See the impact in real time: what capabilities you have, what’s missing, and what to do about it.
Fill roles internally before recruiting externally. Develop instead of hiring. Invest L&D budget where it actually moves the needle.
Need assessment, Recruiting, onboarding, development, internal mobility, compensation architecture — connected in one platform.
Deep, structured intelligence across your entire organisation — gathered through conversations, not questionnaires.
AI chat interviews replace forms nobody fills out. 15–30 minutes, asynchronous, 80%+ completion rate. Three perspectives per person: employee, manager, executive.
Three perspectives synthesised into one always-current picture of your workforce. Skills mapped against 3,000+ ESCO taxonomy categories. Gaps identified, weighted, and projected over time.
Every gap triggers a concrete next step: hire, reskill, promote, or plan. No insight without action. Scenario modelling shows you build vs. buy vs. reskill — with timelines and cost.
Every insight is traceable back to its source interviews. Every action is a suggestion, not a trigger. The platform is built to work with your governance, not around it.
Managers don’t just see dashboards — they interact with an AI that knows their team, their gaps, and their goals.
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.
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 counteracted and reduced.
15–30 minute chat, immediate next actionables, automated applications → Minimal friction, high interaction rates.
Four scenarios. From AI interviews to findings to actions.
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. 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.
Scenario · illustrative case study
Result: A costed, quarter-by-quarter plan the CEO can sign off on.
AI interviews capture what forms and spreadsheets never could — real skills, real context, three perspectives per person.
From first interview to company-wide skill map in days. Actionable insights from day one.
Data collected autonomously through AI conversations. No chasing managers, no manual aggregation.
Employees feel heard. Managers feel enabled. Candidates feel respected.
See each use case live, in-product — with the data, the synthesis, and the one-click next step.
Give HR the dashboard that speaks the CFO’s language.
See it liveKnow which skills you’ll be missing in 18 months — before it’s too late.
See it liveMeet the EU Pay Transparency Directive in days, not months.
See it liveFill critical roles from within — before your best people start looking elsewhere.
See it liveStrategically develop employees in harmony with business strategy.
See it liveGo beyond CVs. Understand what candidates can actually do.
See it liveEvery module is standalone. Data gathering and setup in a week. 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.
Interview completion, first findings, first actions. Every finding links to a concrete one-click action.
Add strategy input. Add more modules. Same interview data, more value. No re-implementation.
Sandboxed, read-first architecture. No autonomous write-back without human approval.
Data stays in Europe. No exceptions. Consent management, right to access and deletion, role-based access control, full audit trails.
Designed as a high-risk system from day one. Human-in-the-loop, bias detection, technical documentation. No emotion recognition — never built, never will.
Pre-approved question sets. Template Betriebsvereinbarung included. The Betriebsrat becomes an ally, not a blocker.
June 2026 deadline. Job architecture, grading reports, and pay gap analysis — delivered in weeks, not months.
30 minutes. You’ll experience the AI interview yourself, see the synthesis in action, and walk through concrete action chains on a realistic dataset.
