Features
You see who will grow
Talent data you can base decisions on - and that employees never see.
The problem
- Who are your real talents? The answer changes depending on who you ask.
- Nobody is ready to take over your key roles.
- Every resignation comes as a surprise.
How Pulsavo solves it
- The 9-box matrix is built on performance and potential, not impressions.
- The quarterly manager talent check goes through a calibration debate with HR: draft → debate → final.
- Key roles have a criticality checklist and named successors with a readiness level.
What you get
9-box matrix
A talent map built from performance and potential.
Quarterly talent check
Managers propose, HR calibrates - draft, debate, final.
Key roles
A criticality checklist: what happens if this person leaves.
Succession plans
Named successors including their readiness level.
Candidate checklist
What is still missing for a successor to be ready.
Retention risks
Where a departure is brewing - before the resignation letter.
Org chart
An organisational map with a talent overlay.
Talent data is for HR and leadership only. Employees never see it.
It makes most sense on your own data.
Let's take 15 minutes and walk through it together.
Request a demo →