Build your
AI talent
strategy.
Assess how your organisation hires, develops and keeps AI talent. Find the gaps, compare pay and decide what to do next.
By Johannes Sundlo · Six areas · Four maturity stages
The organisational maturity model
Make the next people decision clearer.
Talent maturity
Review your organisation’s practices across planning, hiring, development, retention, succession and analytics.
↗02 / CompareSalary benchmarks
Explore published salaries and recruiter estimates across seven European markets. Check the role, source and pay basis.
↗03 / DefineAI role guides
Describe the work you need from eight AI profiles, with practical work samples and capability expectations.
↗Connect talent practices to business goals.
Talent maturity describes how strategically and consistently the organisation manages its people. Here, the model focuses on the people and capabilities needed for AI work.
Reactive
Hiring and development happen when a problem appears. Practices depend on individuals.
Standardised
Core recruitment, pay and development processes are repeatable, but often disconnected.
Strategic
Hiring, learning, retention and succession support the organisation’s business priorities.
Optimised
The organisation anticipates capability needs and improves its talent strategy using evidence.
A proposed self-assessment framework, informed by talent-management practice. No peer ranking or certification. Method & sources ↗
Turn the gaps into a practical talent plan.
I help leaders and HR teams decide which AI capabilities to build, how to develop their people and where outside expertise can help.