What problems is TalentPrint solving and how is that benefiting you?
1. Most 360 tools use rating scales, which means raters default to the middle. The output ends up being a report that confirms what managers already believed. TalentPrint's forced-ranking means raters must distribute responses across a scale. The report reflects a person's real strengths and areas for development so HR teams and managers can make better talent decisions.
2. The average mid-sized company manages assessment, performance, development, and succession across three to five disconnected systems. TalentPrint consolidates all four processes into a single system, so assessment data flows directly into performance management, development planning, and succession tracking without manual re-entry.
3. Most development programmes are difficult to justify to finance because there is no before-and-after measurement. TalentPrint establishes a behavioural baseline at the point of assessment and tracks competency movement over time, so HR can show the delta between an employee's profile at the start of a development cycle and at the end of it.
4. Most talent management systems are designed for HR, not for managers. TalentPrint's AI layer called TAILA provides managers with real-time coaching, goal cascading, and insights in plain language, which increases the quality of performance and development conversations.
5. Succession lists that do not reflect actual readiness
Most organisations maintain succession lists based on manager nominations. Nominations are influenced by proximity, recency, and similarity bias. TalentPrint replaces the nomination model with a three-input readiness score - behavioural assessment, performance track record, and learning agility - so succession decisions are based on data rather than preference.
How it benefits users:
HR teams get a single system for assessment, performance, development, and succession, with data that flows between processes automatically.
Managers get plain-language insights and AI-assisted goal cascading that reduces the time cost of participating in talent processes.
Executives get a real-time view of succession readiness, capability gaps, and development progress without waiting for quarterly HR reports.
Finance gets a measurable return on development investment, expressed as a competency delta rather than a completion rate. Review collected by and hosted on G2.com.