From business strategy to people strategy — in one living model.

The CEO sets direction. Ikigai translates it into the roles, skills and headcount you will need — quarter by quarter — and simulates whether to hire, develop or transfer.

Annual workforce plans are stale the day they ship. Spreadsheets cannot model trade-offs between hiring, upskilling and internal mobility.

Ikigai compares the current workforce against strategic targets, surfaces gaps over time and runs scenarios with real cost and time-to-ready estimates.

Quarterly gap timelines
Hire vs. develop vs. transfer scenarios
Decisions the board can defend

See the current workforce, honestly.

Simulate the path to the target state.

How it works

Define direction. Leadership inputs strategic bets and target capabilities.
Baseline the org. AI interviews surface what people actually do today.
Model the gap. Ikigai projects shortages and surpluses per quarter.
Decide the mix. Compare hiring, development and transfer scenarios with costs attached.

Benefits

Plans that update automatically as the workforce shifts
Cost-aware scenarios instead of wish lists
One shared model between Finance, HR and the business
Week-one results — no 12-month consulting project

What this means for you

You stop defending a plan and start steering one. Every reorg, attrition spike or market shift is already reflected in the model. The conversation moves from "do we have enough people" to "what is the cheapest path to capability".