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We answer questions from clients and partners in the human development community on the value of using data-driven technology to help us better understand how people and organizations can thrive together.

How is alignment mapping different from traditional assessments?

Alignment mapping technology advances a new way of assessing a person’s potential in the workplace.


Most traditional talent mapping is based on assessing subjective traits, like personality or pre-disposition.  Some attempt to make sense of certain behaviors.  In any case, none of these methods are designed to uncover core operational patterns, which can help us better understand how people's more functional strengths play out in job success.  

Moreover, this type of data can be converted and used to implement measurable--and scalable--solutions. This is critical, because without this type of approach, we can't improve organizational problems effectively. Subjective and qualitative data play a role, but human capital fields in general need to utilize more quantitative methods.


Though it's certainly not the only predictor, operational fit-for-role can be more measurably connected to both job requirements and key organizational functions. This helps us understand, and more effectively solve problems related to job fit in a more  systemic way. 

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