Know which skills you’ll be missing in 18 months — before it’s too late.

Strategy without skill visibility is a guess. Get Ikigai connects your business strategy to your people reality — with gap analysis, scenario modelling, and concrete action plans.

The board has signed off on a transformation, and you are expected to deliver the workforce behind it — but the only skill inventory you own lives in a consultant’s slide deck from 18 months ago. You cannot forecast the gap, cannot defend a build-vs-buy decision, and cannot prove readiness to the CEO.

Three-perspective skill mapping (executives for strategy, managers for team needs, employees for skills). Gap analysis with timeline. Scenario planning: build vs. buy vs. reskill.

Time to skill inventory: 4–6 months → 3–6 weeks
Cost of workforce analysis: ~80% reduction
Gap detection: annual snapshots → real-time, continuous
Scenario comparison: PowerPoint → data-backed, side-by-side

From strategy slide to staffed capability, with numbers attached.

CHROs and Heads of Strategic Workforce Planning who carry the board-level answer to “do we have the people to execute the strategy?” — and whose KPI is workforce readiness against declared strategic capabilities.

You cannot forecast skill gaps 18 months out. You know roughly how many people you will have; you do not know which capabilities they will be short of, or where the cliff edge actually falls.
Transformation initiatives land without workforce readiness data. Cloud migration, new market entry, product pivot — the strategy arrives pre-baked and HR is asked to “just make it happen” against a workforce nobody has measured.
Scenario planning lives in consultant slides. Every build-vs-buy-vs-reskill discussion is re-done from scratch, €200K+ and six months per cycle, and the output is static the moment the project ends.

How Get Ikigai solves it

Strategy-to-capability mapping. Executives describe the strategy in a chat; the AI translates it into the concrete capabilities your workforce must have, quarter by quarter.
Gap trajectories over time. Severity-weighted gaps are projected forward against attrition, hiring plans and development timelines — so you see when a gap becomes critical, not just that it exists.
Scenario simulation. Build vs. buy vs. reskill, side by side, with timelines and fully-loaded cost. Adjust assumptions live; the numbers recompute.
Always-current workforce truth. The same AI interviews that feed analytics feed planning — no separate project, no stale snapshot.
Board-ready deliverables. Export a readiness pack per strategic initiative: capability coverage, gap timeline, recommended action mix, cost envelope.

How it works

Capture strategy. Exec chats translate stated strategic goals into a concrete capability tree.
Measure the workforce. AI interviews with managers and employees produce a three-perspective skill map across the org.
Project the gap. Current capability is matched against required capability over time, weighted by criticality and attrition risk.
Plan & decide. Compare build / buy / reskill scenarios with cost and timeline; lock a chosen path; track progress continuously.

Measurable outcomes

Why now

Every strategic agenda — AI adoption, cloud migration, energy transition, geopolitical supply-chain shifts — is fundamentally a workforce transformation in disguise. Boards are no longer willing to accept “we’ll figure out the people later” as an answer, and economic pressure means there is no budget for a second, consultant-led workforce study halfway through execution. Strategic workforce planning has to live inside the operating rhythm of the company, not as an annual off-site.

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