Question 1

How is employee privacy protected?

Accepted Answer

Individual reports are private to each employee. Leadership only sees anonymised workforce-level metrics. There is no mechanism that exposes an individual reading to a manager or HR team, and the employee retains full ownership of their own positioning report. The workforce view aggregates by team, department, and role band only.

Question 2

Can employees opt out?

Accepted Answer

Yes. The assessment is voluntary by design. Participation rates typically sit between 70 and 90 percent when leadership sponsors the roll-out and the privacy model is communicated clearly. Non-participants are simply excluded from the workforce aggregation.

Question 3

Where is the data hosted, and who can access it?

Accepted Answer

Data is hosted on managed cloud infrastructure with encryption in transit and at rest. Access is role-scoped: the employee sees their own report, the workspace admin sees only the anonymised aggregate, and our team accesses workspace data only for support and aggregation. We do not sell or share workspace data, and we do not train external models on it.

Question 4

Can an employee delete their reading later?

Accepted Answer

Yes. An employee can request deletion of their own assessment and report at any time, and the workforce aggregate recalculates without them. Workspace admins can also remove a leaver in bulk. Deletion requests are actioned within standard data-handling timelines.

Question 5

How long does the assessment take per employee?

Accepted Answer

Around seven to ten minutes for the snapshot and another five to ten minutes to read the report. Most employees complete it in a single sitting. The full team can typically be onboarded within a two-week window from contract to first workforce reading.

Question 6

What do we need to roll this out?

Accepted Answer

A list of employee emails and a short internal announcement. We handle the invite sequence, onboarding messages, reminders, and the workforce aggregation. Most engagements go from contract to workforce reading in 10 to 14 days.

Question 7

Who runs the roll-out on our side?

Accepted Answer

Usually one sponsor on the leadership team plus one coordinator in People or Ops. The sponsor sends the announcement; the coordinator owns the email list and chases stragglers. We supply the invite copy, reminder cadence, and a short FAQ employees can read before they start. Total internal effort is typically a few hours, not a project.

Question 8

Do we need to involve IT or security review?

Accepted Answer

Not at the Starter and Growth tiers, where employees access the assessment through a standard web link and a CSV roster is enough. At the Enterprise tier, where SSO or an HRIS feed is in scope, IT and security are involved in the integration. We provide a security overview document for review on request.

Question 9

Can we integrate with our HRIS or SSO?

Accepted Answer

Yes on the Enterprise tier. We support SSO, and we can accept employee rosters via CSV, Workday, BambooHR, or a custom feed. HRIS integration is not required at the Starter or Growth tiers, where a CSV upload is sufficient.

Question 10

Can we run a pilot with one team first?

Accepted Answer

Yes, and many organisations do. A single team or department gives leadership a working example of the workforce dashboard and the kind of decisions it surfaces before the wider roll-out. The pilot reading is real, not a demo, so the team that runs it keeps its results when the engagement expands.

Question 11

What is actually in the Workforce Dashboard?

Accepted Answer

An aggregated reading of your team: the Workforce AI Career Index, strategic density, archetype mix, automation-exposure distribution, and a quadrant view showing where structural risk concentrates by team, department, and role band. It is the same deterministic framework as the individual report, rolled up to the organisation.

Question 12

What is the AI Implementation Plan?

Accepted Answer

A 10-module strategic plan derived directly from your workforce reading: AI maturity stage, capability gaps, a 90-day roadmap, a pilot selection matrix, governance structure, a KPI tree, investment tiering, and a risk register. It turns the diagnostic into a sequenced set of decisions leadership can act on.

Question 13

Can leadership export the findings?

Accepted Answer

Yes. The workforce reading and implementation plan export as a board-ready briefing document, so the findings can go straight into a leadership deck or planning cycle without rebuilding the analysis. The Growth and Enterprise tiers also include the grounded Workforce AI Chat for ad-hoc questions against the reading.

Question 14

What is the data behind the scores?

Accepted Answer

The same deterministic framework used across AI Career Index: task composition per role, the AI capability frontier on each task type, and structural factors like accountability, licensure, and physical presence. Wage data is sourced from BLS OEWS and adoption signal from the Anthropic Economic Index. Same inputs, same scores every time, so the reading is auditable rather than a black box.

Question 15

Are you GDPR and data-protection compliant?

Accepted Answer

Yes. The platform is built to handle employee data under GDPR and equivalent frameworks: lawful basis, data minimisation, the right to access and deletion, and clear retention limits. Employees are told up front what is collected and how it is used, and participation is voluntary. We can walk a privacy or legal team through the data flows on request.

Question 16

Can we sign a Data Processing Agreement?

Accepted Answer

Yes. A DPA is available and is standard for Enterprise engagements, and we can review it alongside Starter and Growth contracts as well. It covers processing scope, sub-processors, security measures, breach notification, and data return or deletion at the end of the engagement.

Question 17

Where can we review your security practices?

Accepted Answer

We provide a security overview document covering hosting, encryption in transit and at rest, access controls, sub-processors, and incident handling. For Enterprise engagements we will complete a standard security questionnaire and join a review call with your security team. Workspace data is not sold, not shared outside the engagement, and not used to train external models.

Question 18

How is the engagement priced?

Accepted Answer

Pricing scales with headcount and the tier you need, not per seat in a way that punishes participation. Starter covers the workforce dashboard and exported briefing; Growth adds quarterly re-reads and the Workforce AI Chat; Enterprise adds SSO/HRIS integration, a leadership workshop, and bespoke analysis. The discovery call maps your headcount and sector to the right tier.

Question 19

What does the ROI look like?

Accepted Answer

Clients use the workforce reading to reshape role scope before compression shows up in performance metrics. A typical Series B engagement identifies 15 to 25 percent of roles where structural drift is already measurable but not yet visible in attrition or revenue. Acting on that data is materially cheaper than reacting to the loss. See the workforce case studies for specific Workforce Index and strategic density numbers.

Question 20

What happens after the first workforce reading?

Accepted Answer

Most organisations act on the first reading within the first 30 to 60 days by reshaping scope, freezing specific hires, or creating migration paths for staff in high-exposure roles. The Growth and Enterprise tiers include quarterly re-reads so leadership can track drift and measure whether the structural moves are working.

Question 21

Is there a contract or commitment period?

Accepted Answer

Starter is a single workforce reading with no ongoing commitment. Growth and Enterprise run on an annual cycle because they include quarterly re-reads, which only make sense over time. There is no auto-renewal trap: the engagement is reviewed at the end of each cycle and you decide whether to continue.

Question 22

Do you offer custom analysis or consulting?

Accepted Answer

At the Enterprise tier, yes. We include a workshop and briefing for the leadership team, and bespoke analysis is available as an add-on. Most organisations do not need custom consulting at the Starter or Growth tiers because the dashboard and exported briefing documents answer the immediate strategic questions on their own.

Question 23

Who is this for?

Accepted Answer

Heads of People, Chief People Officers, Chief Operating Officers, and founding teams who want a structural reading of their workforce before the AI labour market changes pay for their role composition. It is most valuable for organisations between 25 and 500 employees in knowledge-intensive sectors, though the framework is sector-agnostic.

Question 24

When is the right time to run this?

Accepted Answer

Before a planning cycle, a reorg, a fundraise, or a hiring push, when role-composition decisions are actually on the table. Running it after attrition or a missed quarter still works, but at that point you are reacting to drift rather than getting ahead of it. The reading is most valuable as an input to decisions, not a post-mortem.

Question 25

We already run skills assessments. How does this fit?

Accepted Answer

Skills frameworks measure what your people can do. The Workforce Index measures how structurally exposed each role is to AI compression, which is a different axis. The two are complementary: skills data tells you where capability sits, the Index tells you where the ground is moving. Most organisations use them side by side rather than replacing one with the other.

Question 26

Is this relevant for non-technology companies?

Accepted Answer

Yes. The framework is sector-agnostic: it reads the task composition of a role, not the industry label. Knowledge-intensive functions in finance, legal, healthcare administration, marketing, operations, and professional services show meaningful structural exposure regardless of whether the company calls itself a tech company. The role dataset already spans 31 industry hubs.

Question 27

How is this different from LinkedIn Talent Insights or workforce planning tools?

Accepted Answer

Those tools measure labour market supply and demand. The Workforce Index measures the structural exposure of your existing team to AI compression. The two sit at different layers of the planning stack and are complementary rather than competitive. The Index is most often paired with HRIS data and workforce planning tools, not used as a substitute for them.

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