How an R7 engagement unfolds

Phase 1

Briefing

Length: 45 minutes

Audience: CHRO and 1–2 senior HR or business leaders.

Output: A shared view on which of the two L1 board metrics matters most for your context, where the gaps likely sit, and which of the four R7 applications would create the most leverage.

The entry point for every R7 engagement. No commitment beyond the 45 minutes.

Phase 2

Diagnostic

Length: 4–8 weeks

Method: Selected R7 application(s) — ROI Engine, Health Check, AI Navigator, or Selection — applied to the customer's actual context, with workshops to capture inputs and validate outputs.

Output: A diagnostic report. Dollar-quantified gap analysis (not generic benchmarks). Root-cause taxonomy mapped to specific L3 flow metrics. Priority ranking by business impact.

The diagnostic phase is where most advisory engagements stop. For R7, it's the prerequisite to the work that actually matters.

Phase 3

Roadmap

Length: 2–4 weeks following diagnostic

Audience: Executive sponsor, CHRO, function heads, IT/HRIS leadership.

Output: A phased operationalisation plan — typically Phase 1 at month 6, Phase 2 at month 12, Phase 3 at month 18, run state at month 24+. Each phase has explicit L3 metrics that go live, governance milestones, and quantified expected value.

The bridge between diagnosis and the system actually getting built. Every line item connects to a board metric.

Phase 4

Operationalisation

Length: 18–36 months, phased

Method: R7 integrates into the customer's HRTech platform, workforce planning cadence, performance review cycle, and board reporting. Quarterly board reviews against the two L1 metrics begin from Phase 1.

Output: Continuous measurement cadence. Self-correcting loop activates. R7 becomes infrastructure, not engagement.

Where R7 stops being a consulting deliverable and starts being the customer's own measurement system.

The L1–L4 metric hierarchy

2 board outcomes, 10 operational levers, 43 flow diagnostics, 197 system parameters — configured to your platform and your role landscape.

The Critical Roles classification

Your roles classified Critical / Standard / Support with the Five-Layer Inflation Prevention governance baked in — preventing the classification drift that kills most talent measurement programmes within 18 months.

The talent classification discipline

A/B/C definitions calibrated to your role KPIs. Developable B versus Ceiling B sub-typing for Critical Roles. The dignity-preserving C-Player exit narrative.

The self-correcting loop

Recruit→Rate reconciliation running natively — your assessment predictions checked against measured 12-month performance, calibrating itself with each cycle.

Quarterly board reporting

The two L1 metrics on every board deck, traceable down to L4 system capabilities. HR's contribution to enterprise value becomes mathematical proof, not narrative claim.