These AI-built tools span nearly every stage of the talent management lifecycle, from workforce planning and talent acquisition to onboarding, learning and development, performance management, and career growth. Each pairs my talent management expertise with AI to solve a real business problem. Several were built for clients and are in use in their workflows today; others explore new ways to automate processes, support decisions, and speed up knowledge transfer.
They’re intentionally lightweight: no servers, no accounts, nothing to install, and free to explore. That makes them ideal for demonstrations, hands-on training, internal tools, and limited use. They aren’t built for enterprise-scale operations, sensitive data, or business-critical systems. Yet.
The same approach can scale into custom, enterprise-grade solutions with the security, infrastructure, and reliability your organization needs. Try a few below, and if you see one that fits a challenge you’re facing, let’s talk.
Maps technical skills and behavioral competencies to roles across every function, then generates structured, role-based interview guides showing how each competency applies on the job. Each guide includes behavioral questions, follow-up probes, positive and negative indicators, and a standardized rating scale for consistent evaluation.
Try itScore and prioritize learning, performance, and strategic initiative requests before committing resources. Use the scores to determine which requests should take priority.
Try itLearn how to use the framework to score requests consistently, manage team capacity, and confidently explain prioritization decisions.
Try itBuild a complete learning outline from a single source of truth, ready to expand into a full course.
Try itAnswer a few questions about your team, timeline, and resources to get an accurate cost breakdown for designing and developing a learning solution.
Try itWalk through design and delivery costs against measurable benefits to calculate net benefits, cost-benefit ratio, and ROI for a training investment.
Try itThis tool provides an overview of the performance review framework covered in the Conducting Performance Reviews online module. It gives managers just-in-time guidance to help them prepare for effective performance review conversations.
This prototype shows how managers could access the training by simply typing "Performance Review Conversation Training" into their company's AI chat.
Try itThis AI-developed digital learning course combines my expertise in performance calibration and instructional design. I built the initial course in under an hour, followed by approximately four hours of review, refinement, and revisions.
The self-paced course teaches managers how to evaluate performance fairly, support ratings with evidence, participate confidently in calibration discussions, and communicate outcomes effectively to employees.
Try itA tool that helps companies track the skills they have and the skills they need.
SkillGraph reads documents a company already has, like job postings, project summaries, and course descriptions. It spots new skills, outdated skills, and skills whose meaning has changed, then suggests updates for people to approve. It also shows where the company is short on skills and gives hiring, learning, and AI tools one shared skills list.
This is a working prototype using sample data from a fictional company. It isn't connected to real company systems yet.
SkillGraph keeps one shared list of skills for the whole company and helps keep it current. The prototype runs on sample data for a fictional company, Northwind Financial, with engineering, HR, and sales teams. All examples below come from that data.
Prepare for a performance review with a structured, evidence-based process. Walk through goals, achievements, examples of impact, values alignment, and peer feedback to land on a rating and a set of clear talking points ahead of calibration. You'll need a Claude account to try this one.
Try itPrepare for your next performance review with a simple, step-by-step planner. Work through two short sections to prepare your employee and yourself, gathering performance data, examples, key messages, and plans for possible reactions. At the end, review and edit your plan, then download it as a Word document or PDF.
Try itPrepare a draft 9-box placement before a talent review. Rate an individual employees’ performance and potential as Low, Moderate or High, and add evidence for each rating. Then drag the dot on the grid to adjust the placement. The tool flags missing, thin or generic evidence and prompts you to add a support plan for low ratings. When you’re done, it writes a talent summary you can bring to the review.
Try itRun a live talent review with your team on one shared 9-box grid. Add each person with their level and starting placement, then drag dots to recalibrate as the group discusses them. Dashed rings mark placements that are open to adjusting. A distribution view shows how the team is spread across the grid, and a change log records every move.
Try itConnects company strategy to daily execution. Set your company's strategic goals, then watch as departments and business functions build their own goals aligned directly to them, creating a clear, visual line of sight from top-level priorities down to individual team execution.
Try itConnects company goals to the work happening across the organization. Company OKRs flow down to departments and business functions, so teams can see how their work supports company goals and track progress at every level.
Note: OKR structures and alignment vary by organization. This working prototype shows one example of how it could work and can be adapted to fit your organization.
Try itThis AI-developed digital learning course combines my expertise in performance calibration and instructional design. I built the initial course in under an hour, followed by approximately four hours of review, refinement, and revisions.
The self-paced course teaches managers how to evaluate performance fairly, support ratings with evidence, participate confidently in calibration discussions, and communicate outcomes effectively to employees.
Try itBuild your Individual Development Plan in minutes. This guided tool helps you set career goals, identify strengths and growth areas, and track progress with your manager. Works on any device, and you can download your finished plan as a Word document or PDF.
Try itBuild a complete organizational change plan, from stakeholder impact assessment through readiness scoring, action planning, and rollout monitoring. Built around the ADKAR framework, with information carrying forward automatically between sections and a live dashboard tracking readiness and impact as you go. Includes a Quick mode for smaller changes and a Full mode covering every ADKAR-aligned question.
Try itA guided, interactive workspace for building a complete succession plan, from identifying critical roles to tracking successor readiness over time.
Try itA drag-and-drop 9-box that helps calibration groups see who is ready to lead now, who is emerging, and where to invest in development.
Try itA tool that helps companies track the skills they have and the skills they need.
SkillGraph reads documents a company already has, like job postings, project summaries, and course descriptions. It spots new skills, outdated skills, and skills whose meaning has changed, then suggests updates for people to approve. It also shows where the company is short on skills and gives hiring, learning, and AI tools one shared skills list.
This is a working prototype using sample data from a fictional company. It isn't connected to real company systems yet.
SkillGraph keeps one shared list of skills for the whole company and helps keep it current. The prototype runs on sample data for a fictional company, Northwind Financial, with engineering, HR, and sales teams. All examples below come from that data.