CapiFii · Employee Lifecycle Intelligence
People decisions that don't wait for the next quarter.
A single operating layer for CEOs and heads of people — where organisation design, role value, skills, learning, and rewards talk to each other. Signals surface. Gaps get named. Interventions land where the evidence points.
How this works
Eight steps, one loop.
Each module writes into the next. Start at the top and work down, or jump in wherever you have the strongest data.
01
Register your organisation
Six quick questions — stage, revenue, headcount, geography, top challenge. Sets the scope, stage threshold, sector overlay, and max achievable band for every other module.
02
Design your roles
Score each role across 9 dimensions. Pick the archetype. Platform auto-generates the descriptor and auto-detects required skills — you verify, add, amend. Band mapping and scope overflow computed live.
03
Place your people
Every person auto-places on the Investible 2×2 from performance, successor depth, comp gap, skill profile, tenure trend. Click any card for the full profile — natural outcome, historical triggers, ecosystem context, recommended actions.
04
Customise the skill library
48 pre-populated skills across 9 families. Toggle what applies, flag critical, edit ratings. Refine Loop surfaces emerging and fading skills weekly — accept or dismiss. Dynamic 4B recommends Build/Buy/Borrow/Bot per skill.
05
Route gaps
Gaps split on the Willingness × Learnability 2×2 — Learn & Grow, Coach or PIP, Redeploy, Transition. Each route has a named owner. Weekly skill pulse keeps signals fresh.
06
Lab compensation
Benchmark every role at P25/50/75/90, India and Australia. Fixed-to-variable mix recomposes by archetype. Commission, ESOP, LTI, STI toggles. Role value ties back to total comp.
07
Open the CEO command centre
Salary:revenue vs stage threshold and sector peer band. Revenue-per-employee, critical-role coverage, flight risk. Five triggers fire on computed rules with deep-links back into the module where action lives.
◈
Act on natural outcomes
Every person and every org metric projects 3 quarters forward with probability. Historical triggers match similar profiles. Ecosystem context reads macro and micro. Each recommendation becomes an assignable, snoozable, resolvable action.
9D
role evaluation dimensions
mapped to GGS, Hay, IPE
mapped to GGS, Hay, IPE
4
value archetypes — Creator,
Connector, Operator, Architect
Connector, Operator, Architect
2x2
Investible grid for critical
roles and critical talent
roles and critical talent
52w
weekly skill pulse with
manager-in-the-loop feedback
manager-in-the-loop feedback
The full loop
One connected lifecycle, eight living stages.
Click any stage to deep-dive. Every stage writes into the next — no re-keying, no disconnected spreadsheets.
Organisation
Register · Scope
Role design
9D evaluation
People map
Investible 2×2
Skills
Benchmark · gap
Learning
Map · on-job
Compensation
Percentile · mix
Insights
CEO · HR
Refine loop
Ecosystem signal
0 1 —
Set up an organisation in six honest questions.
A short, engaging wizard that captures revenue scale, employees, geo spread and stage. It calibrates the GGS scope ceiling and seeds every downstream module.
Begin registration
0 2 —
Nine-dimension role evaluation.
Score each role across skill fluency, scope, outcome, work style, cultural fit, collaboration, agility and human capability. Land on a Hybrid Band A1 – F and its GGS, Hay and IPE equivalents.
Open scorer →
0 3 —
JD & skills, auto-generated.
From the role descriptor we extract the skill set, separate exhibitable-on-the-job skills from latent ones, and benchmark the stack against industry.
See role output →
0 4 —
Critical roles × critical talent, on one Investible grid.
Drag each person into place across business-criticality and individual performance. Star, core, flight-risk, transition — tagged, visible, and feeding the intervention queue. Critical roles with non-critical occupants get flagged for succession planning.
Open the grid →
0 5 —
Weekly skill pulse.
Employees log skills leveraged. Managers confirm. Gaps go one of two places — a learning map, or HR for role-fitment review.
See the pulse →
0 6 —
Compensation lab, India + AU.
25/50/75/90 percentile benchmarks. Choose your positioning, balance fixed-variable by role type, layer sales commission, STI, LTI and ESOP. Output attaches to role value.
Design a package →
0 7 —
CEO view: salary-to-revenue by role value.
Every role plotted — is its cost honestly matched to the value it produces? Outliers surface. Spans and layers health scored. Proactive triggers for HR.
Open dashboard →
"Most HR stacks answer questions. CapiFii tells you which questions to ask — this week."
— the thesis behind the platform