From measurement to business impact.
R7 is not theory. Four concrete, field-tested applications that translate the talent supply chain methodology into quantifiable business outcomes.
R7 HRTech ROI
The ROI model quantifies the dollar impact of talent management gaps and the value of closing them. It uses 37 input parameters, a 10×10 value engine, phase-based value ramps, and role criticality multipliers.
The 10×10 value engine
10 Hidden Costs (value currently being destroyed) mapped against 10 Value Drivers (value that can be created). Each intersection produces a quantified dollar impact. Business Priority is deterministic arithmetic — not correlation or stakeholder opinion.
10 Hidden Costs
A-Player Attrition, Poor Quality of Hire, Talent Misplacement, External Hiring Premium, Manager Time Drain, Compliance Exposure, C-Player Tolerance, Boomerang Opportunity, B→A Development Loss, Compensation Misallocation
10 Value Drivers
Quality of Hire Improvement, A-Player Retention, Build vs Buy Talent, Right People Right Roles, A-Player Development, Leadership Capacity Unlocked, Risk & Compliance Protection, C-Player Exit Velocity, Alumni Talent Recapture, Pay-for-Performance Alignment
37 input parameters
Collected during standard workshops — zero extra effort.
| Category | Parameters | Count |
|---|---|---|
| Company Profile | Headcount, avg salary, managers, revenue per employee, attrition rate | 6 |
| Talent Composition | A/B/C percentages, B+ potential %, A-Player attrition, Quality of Hire | 6 |
| Operational Metrics | Internal mobility, external hire %, misplacement, admin hours, compliance incidents, exit time | 6 |
| Underutilized Levers | B→A conversion rate, boomerang hire rate | 2 |
| Target State | Target rates for each current metric | 9 |
| Attribution & Realization | Attribution rate (default 80%), realization controls, rating inflation | 8 |
Phase-based value ramp
Value arrives incrementally based on what has actually gone live — not in simple annual estimates.
Role criticality multipliers
ROI calculations apply 1.5× for Critical Roles, 1.0× for Standard, 0.7× for Support. The cost of losing an A-Player in a Critical Role is calculated at 1.5× the base replacement cost — accurately reflecting disproportionate business impact.
R7 Health Check
The Health Check is a 5+1 Value Realization Diagnostic that assesses whether your HRTech investment is delivering its intended business outcomes. It separates what the system can do from what it is actually doing.
The 5+1 diagnostic model
Five objective inputs measured independently, plus one derived output calculated by elimination.
1. System Capability
Configuration audit against 197 L4 parameters. What CAN the system do?
2. Business Performance
L1/L2/L3 metric measurement. What ARE the actual talent outcomes?
3. Data Quality
Completeness (40%), Accuracy (40%), Timeliness (20%). Is the data trustworthy?
4. Adoption
Active usage rates for system features. Are people actually using it?
5. Business Priority
10 HC × 10 VD calculation. Which problems to fix first, ranked by $ impact?
Derived: Process Maturity
Calculated by elimination. If capability exists but outcomes are poor, and data/adoption are adequate — process is the gap.
Two-tier diagnostic
Tier 1 — Scenario classification
Optimized: All inputs aligned. Execution Gap: Capability high but outcomes low. Capability Gap: Outcomes desired but system can't deliver. At Risk: Multiple dimensions failing.
Tier 2 — Root cause taxonomy
36 specific root causes across 6 categories: Configuration Gap, Integration Gap, Adoption Gap (Awareness/Ability), Process Gap, Data Gap. Enables targeted remediation, not wholesale re-implementation.
R7 HRTech Selection
The R7 Selection methodology inverts traditional vendor evaluation by starting with business priorities, then objectively scoring vendor capabilities against 212 parameters.
The three-step methodology
Business priority weighting
Weight 212 L4 parameters (197 functional + 15 non-functional) by YOUR business priorities from the ROI value erosion engine. Before any vendor engagement.
Vendor capability assessment
Rate each vendor against 212 parameters on a 0–5 maturity scale. Configuration audits and proof-of-concept validate claimed capabilities.
Weighted fit score
Priority × Capability = Fit Score. A vendor scoring perfectly on low-priority parameters ranks lower than one with moderate scores across high-priority ones.
Why 212 parameters?
HRTech decisions are $3–10M+ investments over 5 years. The 212 parameters cover every capability dimension across the talent lifecycle — from CV parsing and AI matching to attrition prediction and alumni network management. Each parameter maps to specific L3 flow metrics and L1 board outcomes.
Precision isn't overkill. It's due diligence.
| Score Range | Fit Tier | Interpretation |
|---|---|---|
| 85–100% | Excellent Fit | Strong alignment with business priorities; proceed with confidence |
| 70–84% | Good Fit | Solid foundation; identify gaps and remediation paths |
| 55–69% | Moderate Fit | Significant gaps; evaluate extension/integration options |
| Below 55% | Poor Fit | Fundamental misalignment; consider alternatives |
R7 AI Navigator™
The AI Navigator assesses, plans, and monitors AI readiness across the complete talent supply chain using 13 Universal AI Agents — the capabilities every enterprise needs, regardless of vendor or industry.
13 Universal AI Agents
| Agent | Type | R7 Stage | Primary KPI |
|---|---|---|---|
| Talent Acquisition Intelligence | PLAN | R1 Recruit | % A-Players in new hires |
| Performance Intelligence | PREDICT | R2 Rate | Rating calibration accuracy |
| Retention Intelligence | PREDICT | R3 Retain | A-Player Attrition Rate |
| Talent Mobility Intelligence | PLAN | R4 Redeploy | Internal mobility rate |
| Capability Development Intelligence | PLAN | R5 Redevelop | B→A Conversion Rate |
| Exit Intelligence | PREDICT | R6 Release | C-Player Exit Velocity |
| Alumni Intelligence | PREDICT | R7 Rehire | Boomerang Hire Rate |
+ 6 Cross-Cutting Agents: Workforce Planning, Compensation, Skills, Leadership Effectiveness, Team Intelligence, Organizational Memory
Five scoring dimensions (0–10 scale)
Existence
Does the AI capability exist?
Architecture
Is it properly designed and integrated?
Autonomy
How much human intervention required?
Intelligence
How sophisticated is the analysis?
Governance
Is it ethical, transparent, compliant?
Three operating modes
ASSESS
Evaluate current AI maturity across all 13 agents. Produces a scored heatmap showing where the organisation is strong, developing, or absent.
PLAN
Generate a prioritised AI roadmap based on value erosion data from the ROI model. Agents serving the highest-value gaps get priority.
MONITOR
Ongoing tracking of AI-driven metric improvements. Feeds back into Health Check reassessments and ROI projections.
See which application fits your organisation.
A 45-minute private walkthrough — from hidden costs to board-ready business case.