{"id":3555,"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-organisations\/"},"modified":"2026-10-22T21:02:56","modified_gmt":"2026-10-22T19:02:56","slug":"for-organisations","status":"publish","type":"page","link":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/for-organisations\/","title":{"rendered":"For organisations"},"content":{"rendered":"\n
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For organisations \u00b7 HR & leadership<\/p>\n\n\n

Your best talent is hidden<\/span> inside your own organisation<\/h1>\n\n\n

Most organisations steer on gut feeling and CVs. We make visible what people can really do \u2013 individually, in teams and across the whole organisation. So you match, develop and retain better.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

\"Working<\/div>\n\n\n\n
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Who do you work for?<\/p>\n\n\n

Choose your situation<\/h2>\n\n\n

me.scan works slightly differently in every context. Choose your role and we’ll show you exactly the right things.<\/p>\n\n<\/div>\n\n\n

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Companies & HR<\/h3>

See talent, strengthen teams, retain people.<\/p> See for companies \u2192<\/span> <\/a>

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Education<\/h3>

Give students and teachers sight of their talent.<\/p> See for education \u2192<\/span> <\/a>

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Recruiters & R&S<\/h3>

Matching on talent instead of CVs and gut feeling.<\/p> See for recruiters \u2192<\/span> <\/a> <\/div>\n\n\n

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Working with the me.scan yourself?<\/p>\n\n\n

Coaches, consultants and independents<\/h3>\n\n\n

Do you use the me.scan with your own clients? Then you do not buy a subscription per employee, but work with credits and partner rates. That runs through our partner route.<\/p>\n\n<\/div>\n\n\nView the partner route →<\/a>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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The problem<\/p>\n\n\n

Talent that never gets its turn costs you more than you think<\/h2>\n\n\n

Not seeing what people can do leads to wrong matches, avoidable dropout and teams that clash. That’s not a soft topic \u2013 it hits your results.<\/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 instead of talent.<\/p>\n\n<\/div>\n\n\n

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Avoidable dropout<\/h3>\n\n\n

Good people leaving because their talent wasn’t seen or used. Costly, and preventable.<\/p>\n\n<\/div>\n\n\n

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

Hidden tensions that drain energy and productivity \u2013 without you knowing where they sit.<\/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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\"A<\/div>\n\n\n
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“We saw potential in teams that we could never have uncovered through performance reviews.”<\/blockquote>\n\n\n
Name<\/div>\n\n\n
HR director, healthcare organisation \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 completed<\/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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The solution<\/p>\n\n\n

From individual talent to organisation-wide insight<\/h2>\n\n\n

One measurement, four ways of looking at it. The employee sees their own profile, the team leader the make-up of the team, HR the cross-section of the organisation and the board the whole. Group figures are always aggregated, never traceable to a single person.<\/p>\n\n<\/div>\n\n\n

What those layers look like and what you do with them is on the company dashboard<\/a>. If you work at a company, the route continues via Companies & HR<\/a>.<\/p>\n\n<\/div>\n\n<\/section>\n\n\n\n

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From the report · Four readings<\/p>\n\n\n

\"Four<\/figure>\n\n\n

Tension, load level, effort from own strength and balance, at a glance.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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Insight people trust<\/h3>\n\n\n

The individual remains the owner of their own scan. At organisation level, insight is always aggregated and cannot be traced back to individuals. That gives you a grip on talent without it feeling like surveillance \u2013 the condition for insight your people stand behind.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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

What working with the me.scan brings you<\/h2>\n\n<\/div>\n\n\n
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Less staff turnover<\/h3>\n\n\n

Tension becomes visible before anyone leaves, so you can still do something about it.<\/p>\n\n<\/div>\n\n\n

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Higher productivity<\/h3>\n\n\n

People work from their natural strength more often, and that costs less energy.<\/p>\n\n<\/div>\n\n\n

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A better division of roles and tasks<\/h3>\n\n\n

Tasks shift on the basis of what fits, not on gut feeling.<\/p>\n\n<\/div>\n\n\n

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More strategic HR policy<\/h3>\n\n\n

You steer on the whole instead of on incidents, and that takes tension out of the organisation.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

How you see that, and which questions the dashboard answers, is on the company dashboard<\/a>.<\/p>\n\n<\/div>\n\n<\/section>\n\n\n\n

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Packages<\/p>\n\n\n

Fits your challenge<\/h2>\n\n\n

You start at the level that fits, and expand whenever you want. No one-size-fits-all.<\/p>\n\n<\/div>\n\n\n

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

For one or a few teams<\/p>\n\n\n