{"id":3551,"date":"2026-08-11T20:40:28","date_gmt":"2026-08-11T18:40:28","guid":{"rendered":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/for-companies\/"},"modified":"2026-10-22T21:03:21","modified_gmt":"2026-10-22T19:03:21","slug":"for-companies","status":"publish","type":"page","link":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/for-companies\/","title":{"rendered":"For companies & HR"},"content":{"rendered":"\n
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For companies & HR<\/p>\n\n\n

Your best people are already there \u2013 you just don’t see<\/span> them<\/h1>\n\n\n

me.scan makes visible what people are naturally capable of. So you match roles better, build teams more deliberately and keep talent that would otherwise leave unseen.<\/p>\n\n\n

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Book an introduction \u2192<\/a><\/div>\n
What it delivers<\/a><\/div>\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n
\"The<\/div>\n\n\n\n
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Sound familiar?<\/p>\n\n\n

Hiring on CVs and gut feeling costs you money<\/h2>\n\n\n

Wrong matches, unnecessary turnover and teams that grate \u2013 almost always because what people really bring isn’t visible.<\/p>\n\n<\/div>\n\n\n

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Wrong matches<\/h3>\n\n\n

People in the wrong place because selection runs on CVs and gut feeling, not on demonstrable talent.<\/p>\n\n<\/div>\n\n\n

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Unnecessary turnover<\/h3>\n\n\n

Good people leave because their talent went unseen or was given no room. Expensive, and preventable.<\/p>\n\n<\/div>\n\n\n

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Teams that grate<\/h3>\n\n\n

Hidden tensions that drain energy and productivity \u2013 without you knowing where.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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What it delivers<\/p>\n\n\n

Sharp insight, concrete results<\/h2>\n\n\n

Making talent visible touches your bottom line: better matches, stronger teams and less turnover.<\/p>\n\n<\/div>\n\n\n

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Better matching<\/h3>\n\n\n

Place people in roles that fit their talent \u2013 in recruitment and in internal mobility.<\/p>\n\n<\/div>\n\n\n

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Stronger teams<\/h3>\n\n\n

Build teams deliberately around complementary talent and open up the conversation about how people work together.<\/p>\n\n<\/div>\n\n\n

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Retain talent<\/h3>\n\n\n

Give people a view of their growth and keep potential that would otherwise leave unseen.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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Proof<\/p>\n\n\n

What clients achieve with it<\/h2>\n\n<\/div>\n\n\n
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\"Working<\/div>\n\n\n
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“Our first-year turnover has halved since we started matching on talent instead of CV alone.”<\/blockquote>\n\n\n
Name<\/div>\n\n\n
Operations director, manufacturing company \u00b7 [example quote]<\/i><\/div>\n\n\n

Read more experiences \u2192<\/a><\/p>\n\n<\/div>\n\n<\/div>\n\n\n

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50.000+<\/div>\n\n\n

me.scans taken<\/p>\n\n<\/div>\n\n\n

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15+<\/div>\n\n\n

countries where we’re active<\/p>\n\n<\/div>\n\n\n

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20+<\/div>\n\n\n

years of experience with the method<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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Applications<\/p>\n\n\n

What organisations use the me.scan for<\/h2>\n\n\n

One measurement, multiple HR processes. The me.scan reads two layers: the talent itself, which is stable, and how it is being used, which moves with you. That is why you measure talent once and follow development with refreshes. How the method works \u2192<\/a><\/p>\n\n<\/div>\n\n\n

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Recruitment & selection<\/h3>

An objective talent base alongside the CV. Match candidates on what they’re naturally capable of instead of what they’ve done.<\/p> Fewer mis-hires \u00b7 substantiated recommendations<\/span> <\/div>\n\n\n

Intake & onboarding<\/h3>

Know from day one where someone’s strength lies, so the first months connect instead of exhaust.<\/p> Productive sooner \u00b7 less early departure<\/span> <\/div>\n\n\n

Progression & mobility<\/h3>

See before a promotion or internal move whether the new role fits the talent \u2013 or whether you’re promoting someone out of their strength.<\/p> Better placements \u00b7 talent retained<\/span> <\/div>\n\n\n

Employee development<\/h3>

Development plans that build on natural talent instead of on deficits. With Aime as a continuous guide.<\/p> A more effective training budget<\/span> <\/div>\n\n\n

Team & organisational development<\/h3>

Make complementarity and tensions within the team visible with we.dynamisch<\/a>, and steer on team composition instead of on incidents.<\/p> Stronger teams \u00b7 less hidden conflict<\/span> <\/div>\n\n\n

Outflow & vitality<\/h3>

Fragile strength signals where work structurally drains energy \u2013 often long before someone drops out or leaves.<\/p> Absenteeism prevention \u00b7 less unwanted turnover<\/span> <\/div>\n\n<\/div>\n\n\n

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Strategic HRM<\/h3>\n\n\n

At organisational level the insight is aggregated: what talent do you have, where is the natural potential, and does that match where the organisation is heading? That makes strategic workforce planning possible on the basis of talent rather than role profiles. Individual profiles remain the employee\u2019s own; the organisation sees patterns only.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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More possibilities<\/p>\n\n\n

What else there is<\/h2>\n\n<\/div>\n\n\n

Talentmatch<\/h3>

Profile next to role: see where it clicks in recruitment, mobility and job crafting.<\/p><\/a>

Aime for organisations<\/h3>

Talent-driven competency development, continuous and confidential.<\/p><\/a> <\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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What you use it for<\/p>\n\n\n

The questions organisations start with<\/h2>\n\n\n

These are the themes the dashboard is most used for. In the price calculator you indicate which ones apply to you, so we can advise the right plan.<\/p>\n\n<\/div>\n\n\n

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Talent development<\/h3>\n\n\n

Help employees grow in their role on purpose, and find the natural potential that is still waiting.<\/p>\n\n<\/div>\n\n\n

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Personal development plans<\/h3>\n\n\n

Concrete plans based on the scan, owned by the employee and supported by Aime.<\/p>\n\n<\/div>\n\n\n

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Team dynamics<\/h3>\n\n\n

See how teams work together, where tension builds and which teams are sensitive to pressure.<\/p>\n\n<\/div>\n\n\n

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Effectiveness of the management team<\/h3>\n\n\n

Map how your management team functions, including a manager’s influence on their team. A solid starting point for an away day.<\/p>\n\n<\/div>\n\n\n

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Conflict management<\/h3>\n\n\n

Recognise the pattern underneath a collaboration problem and make a difficult conversation concrete.<\/p>\n\n<\/div>\n\n\n

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Strategic insight<\/h3>\n\n\n

Base choices on the talent that is actually in house, instead of on assumptions.<\/p>\n\n<\/div>\n\n\n

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Organisational growth<\/h3>\n\n\n

Know what talent the next phase asks for, and whether you already have it or need to bring it in.<\/p>\n\n<\/div>\n\n\n

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Across borders<\/h3>\n\n\n

Talent insight across countries and cultures, in one language for talent.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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In every plan<\/p>\n\n\n

What you get either way<\/h2>\n\n\n

The plans differ in size and in how much guidance is included. Not in what you get to see.<\/p>\n\n<\/div>\n\n\n

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Insight into talent<\/h3>\n\n\n

A view of the talent in your organisation, including the part that is not yet being used.<\/p>\n\n<\/div>\n\n\n

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Talentmatch<\/h3>\n\n\n

How well employees and candidates fit a role, on talent instead of on CV.<\/p>\n\n<\/div>\n\n\n

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Aime<\/h3>\n\n\n

Our AI coach guides every participant online, at the moment that suits them.<\/p>\n\n<\/div>\n\n\n

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A me.scan coach<\/h3>\n\n\n

A certified coach is ready for personal guidance. Only the number of hours differs per plan.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

The annual update is included too: you measure talent once, and follow how it is used from then on.<\/p>\n\n<\/div>\n\n<\/section>\n\n\n\n

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Good to know<\/p>\n\n\n

The terms, without small print<\/h2>\n\n<\/div>\n\n\n
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Volume discount<\/h3>\n\n\n

From 75 participants the discount on the participant part rises from 10 to 30 per cent. Above 500 participants we make a bespoke price.<\/p>\n\n<\/div>\n\n\n

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Committing for longer<\/h3>\n\n\n

Two years gives 15 per cent off the annual amount, three years 25 per cent.<\/p>\n\n<\/div>\n\n\n

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Reduced rate<\/h3>\n\n\n

Education, care and the social sector pay half the annual amount.<\/p>\n\n<\/div>\n\n\n

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One-off onboarding<\/h3>\n\n\n

Project management for the set-up. The amount depends on the number of participants.<\/p>\n\n<\/div>\n\n\n

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Training<\/h3>\n\n\n

me.basis for team managers and the management team, me.master for HR. From 51 participants at least one me.master is included in the onboarding.<\/p>\n\n<\/div>\n\n\n

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Paying<\/h3>\n\n\n

The monthly prices apply to an annual contract paid in advance. Paying monthly is possible, with a 10 per cent surcharge.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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What it costs<\/p>\n\n\n

You start at the level that fits<\/h2>\n\n\n

A subscription that grows with you: you begin with one or a few teams and expand whenever you want. Education, care and the social sector pay a reduced rate.<\/p>\n\n<\/div>\n\n\n

See the prices for organisations<\/a>, or first compare which package fits your challenge<\/a>.<\/p>\n\n<\/div>\n\n<\/section>\n\n\n\n

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See what your organisation
has in-house<\/span><\/h2>\n\n\n

Book a no-obligation introduction. We’ll show you how the me.scan works for your organisation and which plan fits.<\/p>\n\n\n

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Book an introduction<\/a><\/div>\n
View the plans<\/a><\/div>\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n
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How we work<\/p>\n\n\n

The insight is ours, the human work belongs to the network<\/h2>\n\n\n

We supply the scan, the reports, the training programmes and Aime. Coaching, team guidance, organisational consulting and career or study-choice guidance are not things we do: that is the profession of coaches and partners. Aime goes one step beyond insight, with online feedback and practical guidance. If you are looking for human work, we make sure you find and reach the right people. The choice is yours.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n","protected":false},"excerpt":{"rendered":"

See what your people are naturally capable of. The me.scan gives companies and HR one source for development, mobility and retention.<\/p>\n","protected":false},"author":3,"featured_media":236,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-3551","page","type-page","status-publish","has-post-thumbnail","hentry"],"_links":{"self":[{"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/pages\/3551","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/comments?post=3551"}],"version-history":[{"count":27,"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/pages\/3551\/revisions"}],"predecessor-version":[{"id":5561,"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/pages\/3551\/revisions\/5561"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/media\/236"}],"wp:attachment":[{"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/media?parent=3551"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}