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Find out exactly where your talent function is losing ground and what to do about it.
Most talent functions are stuck in a cycle of reactive hiring, firefighting capability gaps, and justifying headcount decisions after the fact. The Talent Evolution Framework diagnostic cuts through the noise, showing you precisely where you stand across six critical lifecycle stages and the specific steps that will move your organisation from reactive to transformational.
Takes 10 minutes | Instant Results | Includes complimentary consultation
What You Will Receive
Your personalised report delivers clarity you can act on immediately.
Complete the 10-minute diagnostic and receive a detailed report that gives you:
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A visual maturity radar showing current capability versus future requirements
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Your evolution level with specific descriptions of what defines progression
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Priority gaps requiring immediate attention with lifecycle-specific analysis
- Tailored action plan with 3-5 initiatives per lifecycle stage, mapped to measurable outcomes
- Expected business outcomes and ROI projections
.png?width=1000&height=750&name=8%20(5).png "8 (5)")
Takes 10 minutes | Instant Results | Includes complimentary consultation
.png?width=500&height=375&name=9%20(2).png "9 (2)")
Case Studies.
%20talent%20maturity%2c%20this%20client%20lacked%20sophisticated%20recruitment%20processes%2c%20employer%20branding%20capability%2c%20and%20strategic%20talent%20acquisition%20infrastructure%20needed%20to%20%20(7).png?width=1000&height=1000&name=Operating%20at%20Fundamental%20(Level%201)%20talent%20maturity%2c%20this%20client%20lacked%20sophisticated%20recruitment%20processes%2c%20employer%20branding%20capability%2c%20and%20strategic%20talent%20acquisition%20infrastructure%20needed%20to%20%20(7).png "Operating at Fundamental (Level 1) talent maturity, this client lacked sophisticated recruitment processes, employer branding capability, and strategic talent acquisition infrastructure needed to (7)")
Mining
Optimised to Transformational
A major Australian mining company was losing critical technical talent to global competitors with deeper pockets. We rebuilt their talent attraction and workforce planning capability to compete on more than salary, cutting time-to-fill for critical roles by 40% and building a proactive pipeline that now runs 6–12 months ahead of operational demand.
%20talent%20maturity%2c%20this%20client%20lacked%20sophisticated%20recruitment%20processes%2c%20employer%20branding%20capability%2c%20and%20strategic%20talent%20acquisition%20infrastructure%20needed%20to%20%20(8).png?width=1000&height=1000&name=Operating%20at%20Fundamental%20(Level%201)%20talent%20maturity%2c%20this%20client%20lacked%20sophisticated%20recruitment%20processes%2c%20employer%20branding%20capability%2c%20and%20strategic%20talent%20acquisition%20infrastructure%20needed%20to%20%20(8).png "Operating at Fundamental (Level 1) talent maturity, this client lacked sophisticated recruitment processes, employer branding capability, and strategic talent acquisition infrastructure needed to (8)")
Local Government
Foundational to Developed
Ahead of a new service launch, this organisation had no repeatable talent infrastructure in place. We implemented structured assessment, onboarding and workforce planning frameworks that allowed them to scale their workforce rapidly without sacrificing quality of hire.
%20talent%20maturity%2c%20this%20client%20lacked%20sophisticated%20recruitment%20processes%2c%20employer%20branding%20capability%2c%20and%20strategic%20talent%20acquisition%20infrastructure%20needed%20to%20%20(9).png?width=1000&height=1000&name=Operating%20at%20Fundamental%20(Level%201)%20talent%20maturity%2c%20this%20client%20lacked%20sophisticated%20recruitment%20processes%2c%20employer%20branding%20capability%2c%20and%20strategic%20talent%20acquisition%20infrastructure%20needed%20to%20%20(9).png "Operating at Fundamental (Level 1) talent maturity, this client lacked sophisticated recruitment processes, employer branding capability, and strategic talent acquisition infrastructure needed to (9)")
Healthcare
Developed to Optimised
A growing in-home healthcare provider was struggling to match talent supply to the demands of a highly personalised service model. We redesigned their talent function around capability identification and deployment, reducing attrition and improving service consistency.
Commonly asked questions.
How long does the assessment take?
The diagnostic takes approximately 10 minutes. You'll rate statements about your organisation's current practices and the criticality of each capability for future success.
Who should complete the assessment?
Chief People Officers, Talent Directors, HR Business Partners, and workforce planning leaders who understand their organisation's talent management capabilities and strategic objectives.
Is it really complimentary?
Yes, both the assessment and consultation are provided at no cost. This reflects Harrier's commitment to advancing talent management maturity across the Australian market.
Can I benchmark against other organisations?
Your consultation includes discussion of where organisations typically sit and what differentiates high-performing talent functions. The benchmarks are based on our knowledge of what talent maturity levers drive organisational success, coupled with real world insight into the importance of each driver to the success of your business.
What if I'm not ready to make changes yet?
The assessment provides valuable insight regardless of implementation timeline. Many organisations use it for baseline measurement before strategic planning cycles or to build business cases for future investment.
I'ne heard Harrier runs diagnostic workshops, is this the same thing?
The online diagnostic is a complimentary self-service tool. Harrier also offers an in-depth facilitated diagnostic workshops, which are more comprehensive. Our team can help you determine which option is right for your organisation, reach out to connect@harriertalentsolutions.com