By combining AI-driven monitoring with expert analysis trusted by U.S. Special Operations, TeamShield gives leaders real-time visibility across all locations, ensuring risks are addressed before they escalate. For HR and business leaders, TeamShield delivers proactive insight, risk mitigation, and peace of mind—without adding workload. With TeamShield, FutureSolve clients can protect top talent, strengthen trust in leadership, and keep multi-site operations running smoothly.

For HR and business leaders, TeamShield delivers proactive insight, risk mitigation, and peace of mind—without adding workload. With TeamShield, FutureSolve clients can prevent problems before they surface, strengthen trust in leadership, and drive stronger business outcomes.

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pepelwerk helps simply your Talent Aquisition and Development technology, reduces cost per hire, and predictively builds your workforce. 

Who is a pepelwerk customer?

• Interested in equitable hiring 
• Interested in matching people to jobs based on attitude, attributes and abilities (skills and knowledge)
• Interested in reaching more young adults, military in transition and adults in career transition
• Interested in skilling and reskilling current employees and developing candidates to close skills gap
• Interested in predictively building their candidate pool 
• Employers who are growing more than 5%
• Employers who are downsizing or restructuring 
• Employers who are looking for skilled people that match their team and company attitude towards work

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Assess the gaps between your employee’s current skills and the targeted skill benchmarks to accomplish organizational goals.

Unbiased skill verification

Assess, rank, and verify skills to understand gaps between self-perception and manager ratings. Identify ingredients for alignment, feedback, goal setting, and development.

Curated Learning Plans

Understand your employees’ strengths and gaps so you can direct their professional development based on where they are, where they’d like to be, and what your company needs.

Documented new skill development

When employees learn new skills, they can document their achievements, request feedback from their manager, and track their progress toward development goals.

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Easily solicit feedback from many stakeholders and peers. Our centralized system makes it simple to invite the right respondents at the right time, ask relevant questions, define custom rating scales, and collect their responses in a way that protects their identity.

Powerful coaching input

Getting feedback from multiple people helps employees increase their self-awareness, understand their strengths, and identify areas for improvement. Plus, it gives managers rich information they can use to coach employees to higher levels of performance.

Comparisons and benchmarks

Use the data from 360 Degree Feedback assessments to compare employees in similar roles or across business units, establish performance benchmarks, and evaluate leadership potential.

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Use Keyhubs Matrix to engage teams and audiences through multi-dimensional polling technology and dynamic, real-time 360 feedback insights.

This is ideal for keynotes, workshops, coaching, team-building, and leadership development cohorts and offsites.

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ProForce has elevated the standard in comprehensive Employer Branding through the use of our proprietary Employer Brand Strength Assessment ^TM – the most comprehensive Employer Branding and Talent Attraction assessment tool of its kind!

ASSESSMENT SCOPE INCLUDES…

• 200+ Public Data Points that Impact Employer Reputation including,
• Job Descriptions
• Total Rewards
• Candidate Communication
• Position Management
• Opportunity Marketing
• Recruiting Operations
• Consumer Reputation – Social Proof
• Third Party – BBB
• Third Party – TrustPilot
• Third Party – Yelp
• Third Party – Other
• Achievements – Awards
• Achievements – Recognition
• Achievements – Press Coverage
• Achievements – Industry Opinion
• Social – Facebook
• Social – Instagram
• Social – Twitter
• Social – Other
• Social – Employee Engagement
• Social – Leadership Engagement
• Employer Reputation – Glassdoor
• Employer Reputation – Indeed
• Employer Reputation – Other
• MicroCultures – Workforces
• MicroCultures – Geographies

The ProForce Employer Brand Strength Assessment ^TM

THE PROBLEM…

If you are not getting High Quality Applicants for your open jobs, the root cause may be your Employer Brand. A Candidate’s initial exposure to your Employer Brand reputation and the subsequent Candidate Experience (CaX) ultimately determines if they will be in the applicant pool.

The fix is not a Marketing Strategy. It is not an Employer Branding exercise. It is not a Communication campaign. The path to a great Employer Brand is a commitment to creating a great External Perception and being committed to creating an Internal Culture that is consistent with that External Perception.

THE ROOT CAUSE…

Organizations that fail to Attract the Right Talent typically are using an outdated Recruiting Model instead of leveraging the Talent Attraction strategies being used by today’s global brands.

THE SOLUTION…

ProForce has leveraged years of Consulting, Branding, Executive Communications, Recruiting, Process Re-engineering and Operational Excellence to build a methodology to assess and elevate the organizational messaging of every communication at every phase of the entire candidate experience. Then, our process delivers consistent results through the execution of a well-defined and proven 6-step Methodology.

Everything starts with the ProForce Employer Brand Strength Assessment ^TM

OUR VALUE PROPOSITION…

ProForce empowers organizations to become an Employer of Choice by dramatically enhancing their Employer Brand so they can Attract High-Performing Talent that is also the Right Cultural Fit and win their War for Talent.

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• Identify what makes top performers stand out in their role
• Understand their current teams, including who to retain; who to develop (and how); where to pivot – those that may be a better fit in another role
• Sift through external and internal candidates objectively with a focus on quality and behavioral fit to the role
• Promote retention and leverage investment with internal mobility and career development
• Build organizational intelligence and resilience that survives management departures
• Increase talent pools and improve diversity and inclusion as behavioral data does not rely on university names or predetermined, narrowing keywords

Aptology customers have experienced 2.7x revenue lift and 35% decrease in unwanted attrition. It’s not magic. It’s understanding behavior at scale and how it relates to performance in your organization

Aptology’s AI predictive models are built with objective data and a behavioral blueprints, using over 50 million combinations to identify the unique behaviors required for job success. Each Success Profile identifies the attributes that differentiate top performance in the role, taking company culture, size and stage into account.

Candidates and Incumbents are compared to the Success Profile to create a Fit-score, which identifies how likely they are to succeed in the role with 80%+ accuracy.

Our Behavioral Interview is free from bias as confirmed by Cambridge University, and our models pass adverse impact validation to ensure less bias and greater inclusivity. This enables our clients to have a predictive and fair solution that can help to increase diversity.

Our solutions are GDPR compliant and built with the most rigorous security concerns in mind.

Analyze your current team’s performance by using the dynamic Manager Dashboard. See at a glace who to enable, nurture, monitor or pivot to another role.

Improve your current team’s performance by identifying each person’s gaps compared to the ideal behavioral style required for the role and using our dynamic content to coach people to top performance.

Encourage Internal Mobility and Retention by helping people find the best role-fit. Analyze lower performers to see if they would have increased success in a different role.

Ensure your models evolve with changes in the role. Our AI and machine learning algorithms dynamically evolve with the role and account for changes in your organization or marketplace.

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SkillSurvey Reference® is a cloud-based, data-driven solution that helps you quickly access relevant feedback from people who know how your candidate performs on the job, their references.

• With SkillSurvey Reference workflow you can:
  Simplify reference checking: check references in a matter of minutes – and get feedback within a day or two. Choose from hundreds of job-specific surveys, packed with questions about the soft skills that lead to success – or design your own survey questions. You’ll get access to data that’s been proven to predict post-hire success.
• Improve talent selection. Enhance your hiring process and shorten time-to-fill with consistent, best practice reference checks that reduce bias and help you find candidates who will stick. Enhance hiring manager satisfaction by providing detailed job-specific reference feedback, candidate summaries and behavioral interview guides.
• Reduce turnover. Client research results show involuntary turnover can be reduced by over 35% (in just the first year).

With SkillSurvey Source, you can:

• Expand your talent network. Tap into a new source of passive candidates by inviting references to join your talent community and requesting candidates to provide referrals to discover a new, and ever-growing talent pipeline.
• Clients see 15% to 20% opt-in rate. That’s warm, potential candidates, coming from the same job family, industry, geography, and/or community as the candidate. You can search, create talent pipelines for specific talent, have automated nurturing emails go out in a sequence over a year, and manually send emails as well.

SkillSurvey Post-Hire™

• SkillSurvey’s Post-Hire solution delivers the crucial insights needed to secure the investment made in your most valuable asset — your people.
• From first look to first year and beyond, our automated surveys enable you to pinpoint and identify strengths and opportunities of your people and key processes. Generate a predictive model of who is the right fit for your organization, what motivates them, what keeps them engaged and what you can do to better retain them.

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