Who the pilot is for
Designed for staffing, recruitment, or engagement leaders who already review people for client-facing roles and need clearer evidence before they send someone to a client.
01 · Pilot shape
Judge manager usability before rollout.
The outcome is simple: know whether the report is concrete enough for staffing, engagement, or submission teams to use in real decisions.
What the 30 days should answer
The pilot is a controlled evaluation. It should answer four rollout questions before you spend more time or budget.
- Do managers trust the report enough to use it in a staffing or submission discussion?
- Does transcript evidence make the review clearer than CVs, memory, or loose notes alone?
- Can the team act on the output: coach, compare, staff, submit, or hold back?
- Is the workflow worth expanding after seeing real briefs and real manager feedback?
02 · Workflow
Create evidence managers can actually use.
Keep the inputs focused so the outcome is easy to judge: does this report improve the staffing or submission conversation enough to deserve rollout?
Inputs needed
- One named pilot owner who can make day-to-day scope decisions.
- Two to four representative client briefs or interview scenarios.
- A small consultant or candidate group with consent to participate in the pilot workflow.
- Managers or reviewers who can validate whether the evidence is useful in a real staffing or submission discussion.
- Any internal constraints that should shape the brief, such as seniority, geography, or client sensitivity.
What participants do
- Complete a simulated client conversation based on the agreed client brief.
- Respond naturally, including clarifying questions, trade-offs, and next steps.
- Review their own debrief and coaching prompts where the pilot workflow includes it.
What the manager receives
- A readiness report with advisory signals, transcript evidence, risks, and coaching prompts.
- A concise comparison view when more than one consultant completes the same brief.
- Notes that separate observed evidence from manager judgement, staffing context, and client sensitivity.
03 · Decision guardrails
The pilot should end with a decision.
A strong pilot ends with a clear decision: expand, refine scope, or pause based on the agreed success criteria.
Success criteria
- Managers can identify who looks ready, who needs coaching, and who should not be sent yet.
- Transcript evidence makes staffing or submission reviews more concrete than CVs, memory, or loose notes alone.
- Participants receive specific preparation guidance without automated approval or rejection.
- The team reaches an expand, fix, or stop decision by day 30.
Out of scope by default
The pilot is intentionally narrow. These items are not included unless separately agreed in writing.
- No automated staffing, hiring, promotion, or rejection decisions.
- No guarantee of client interview outcomes, revenue impact, or consultant placement.
- No production integration, HRIS sync, or procurement completion inside the 30-day workflow pilot by default.
- No use of sample data as real client or employee evidence.
04 · Next step
Inspect the report managers would use.
Before a pilot starts, review the report your managers would use to coach, compare, staff, or submit.
Review trust posture