Most talent systems were built for the organization as it was. They hold up until growth, strategic change, or AI widens the gap between what the talent function is designed for and what the organization actually needs. That gap shows up when a new leader needs a fast read on what they've inherited. It shows up in a performance cycle that runs but doesn't produce real development, or in a leadership bench that looks thin right before a critical role opens. And increasingly, the gap shows up as an AI strategy that's moving faster than the people infrastructure around it.

My work starts at that gap.