TENFOLD PULSE

Make people decisions with confidence.

Workforce transformation consulting for CHROs, CPOs and HR teams. Combine data insight, AI and expert support to decide what to change next.

Discuss your workforce priorities ↗How we work with HR ↓

A connected balance responds to a small change.

Consulting + AI-supported insight

What you leave with

A clear workforce priority, evidence behind it and a practical plan to act.

Who it helps

CHROs, Chief People Officers and HR teams leading workforce change.

TENFOLD PULSE

A clearer view of the work.

See where time goes, what to improve and who takes it forward.

Look across tasks and handoffs. Find the repeated work worth discussing with the people who do it.

Enlarge screen ↗

See where time goes · Pulse demo, fictional data

Compare possible changes by effort and readiness. Bring the shortlist to the owner before committing resources.

Enlarge screen ↗

Choose where to act · Pulse demo, fictional data

Keep the action, owner and review together so the decision leads to a change in the work.

Enlarge screen ↗

Give the next step an owner · Pulse demo, fictional data

What your team receives

Inside your engagement

From a work problem to an owned action.

Leadership sees activity and hears mixed feedback, but cannot tell which friction to address first. Start with one question and a bounded team or workflow.

Illustrative example · fictional work, populated for inspection.

Explore the documents your team could work with.

Working hypothesis

Where does the weekly pack get stuck?

Reported friction: Contributors say they rewrite the same status in several formats.
Evidence so far: Interviews and approved sample packs show different templates and review steps.
What remains uncertain: The sample does not show whether template differences are the main cause of delay. Validate with the process owner.

Map the work and its friction; preserve source references and contradictory evidence.

For prioritisation

Choose a change worth testing.

Candidate action: Trial one shared input template for the selected reporting job.
Named owner: Reporting owner confirms the scope with contributors and reviewers.
Evidence to review: Observe duplicate entry, missing inputs and review rework before and after the trial.

The next step may be a process change, targeted learning, a Flow Pack or no further investment.

Change Cycle option

Did the work actually change?

Review question: Did the chosen intervention reduce the specific friction in this bounded workflow?
Record honestly: What moved, what did not, what the evidence covers and what could have caused the change.
Next decision: Continue, adjust or stop, with an owner and a next review date.

Follow-up measurement belongs to an agreed Change Cycle; the initial Work Map does not promise an ROI result.

What you engage us for: A service-assisted Work Map and action portfolio. A Change Cycle adds a scoped intervention and agreed follow-up review.
What you bring: A leadership question, a bounded group or workflow, permitted evidence and people who can validate the findings.
How we know the work is ready: Findings have evidence and limits; chosen actions have owners and a review point.

WORKFORCE TRANSFORMATION, WITH YOU

From HR question to workforce change.

We bring consulting, analysis and AI support. Your HR team brings the context and owns the decisions.

Build on the systems you already have.

Pulse adds a shared view for people decisions across your HR, learning and work tools. We start with approved data extracts and agree any connections around the question.

Analytical support alongside HR, even when your own data science capacity is limited.

People decisions

Tenfold PulseAI-supported insight + consulting

Work Map · priorities · change review

HR systems

Learning & surveys

Work & team context

Your systems and work continue. Pulse brings the evidence into view.

01WORK MAP
Agree the people decision.
With HR and business leaders, choose a question about capability, capacity or changing roles. Agree the teams involved and the evidence needed.
What you receiveA focused brief and evidence plan.
02WORK MAP
Build a shared view.
We analyse approved data with AI support, then test the findings with HR and managers who know the work.
What you receiveA Work Map: priorities, evidence and gaps.
03CHANGE CYCLE
Design and try the change.
Choose a capability, role or workflow change together. Agree the owner and success measures, then try it with a defined team.
What you receiveA change plan, owners and a first pilot.
04CHANGE CYCLE
Make insight part of how HR works.
Use Pulse views in regular reviews with HR and managers. Our team helps interpret progress and agree what to adjust next.
What you receiveA review routine and clear next actions.

Start with a Work Map.

Continue into a Change Cycle when there is a clear action to test. The team, data access, support and review period are agreed together.

CONFIDENCE COMES FROM EVIDENCE

Know why you are making the change.

Keep the sources, assumptions and unanswered questions visible. HR and business owners validate the findings, agree success measures and review what changes.