Workforce intelligence and executive decision support

When the pressure is on, make the people decision clear.

Ignite helps HR and Talent leaders turn fragmented people signals, leadership misalignment, and stalled follow-through into executive-ready decisions and action leaders can own.
Start with the Clarity Check
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Start with the moment you are in

The real issue is rarely just an HR project.

It usually shows up as executive pressure, fragmented people signals, leadership misalignment, or findings that have not turned into action. Ignite helps name what is actually stuck before anyone scopes a dashboard, workshop, report, or advisory engagement.

You need to prove HR impact to executives.

You may have activity, reporting, and good work underway, but the executive conversation still comes back to value, risk, tradeoffs, and what decision should follow.

Ignite helps translate people signals into an executive-ready case story: what matters, what evidence leaders can trust, what ask is being made, and what follow-through should be tracked.

Prove HR impact ->
You need to justify headcount, budget, or Talent investment.

Investment decisions get difficult when the story is built around activity instead of business pressure, evidence, assumptions, and consequences.

Ignite helps clarify the decision, sharpen the logic behind the request, test what evidence is usable, and frame the recommendation in terms executives can evaluate.

Clarify the investment story ->
Your people data is scattered, inconsistent, or not trusted.

Engagement results, attrition trends, performance signals, hiring data, talent reviews, and manager input often live in different places and tell an incomplete story on their own.

Ignite helps assess evidence readiness, identify what can be trusted now, and turn fragmented data into workforce intelligence leaders can use for decisions.

Assess the evidence gap ->
Leaders agree something needs to change, but they are not aligned on what happens next.

Alignment can look strong in principle and still break down in execution. The gap may be success measures, decision rights, ROI logic, ownership, or the operating rhythm needed to keep the work moving.

Ignite helps leaders clarify what they are deciding, what success means, who owns follow-through, and how progress will be reviewed.

Find the alignment gap ->
You have survey or assessment findings, but action has stalled.

Findings do not create movement by themselves. The breakdown often happens after the report, when ownership is unclear, managers are unsure what to do differently, or leaders do not have a cadence for follow-through.

Ignite helps move from assessment to action by clarifying priorities, owners, behavior expectations, operating rhythm, and progress review.

Move findings into action ->
Your HR team needs stronger internal consulting and analytics capability.

Sometimes the recurring issue is not one report, one workshop, or one project. It is the team's ability to diagnose the business problem, interpret people data, advise leaders, and sustain follow-through.

Ignite helps build internal capability while doing the work, so your team becomes more credible, more consistent, and less dependent on one-off outside support.

Identify the capability gap ->

Not sure which situation fits? That is usually the point. The Clarity Check helps identify whether the real constraint is the decision, the evidence, the sponsor path, leadership alignment, follow-through, or internal capability.

Start with the Clarity Check See how Ignite works ->
who we help

HR does not lack data.
Leaders lack a decision path.

People data rarely arrives clean and ready for an executive decision. Engagement results, attrition trends, performance signals, hiring data, manager input, and leadership feedback often tell different pieces of the story.

Prove HR impact with a story executives can trust.

For HR and Talent leaders who need to make people work credible in the executive room.

Make the investment case before the decision window closes.

For leaders defending a specific Talent, HR, headcount, budget, or growth investment.

Move leaders from alignment theater to owned action.

For leadership teams navigating change without shared success measures, ownership, or value logic.

Make people data trusted enough to support decisions.

For HR, People Analytics, and HR Operations teams whose people data is scattered, manual, or not trusted.

Turn findings into action before momentum fades.

For teams that already have findings but need ownership, cadence, and visible movement.

Build the HR consulting muscle the business needs.

For HR, Talent, HRBP, People Analytics, and HR Operations teams that need stronger advisory methods.

The Ignite Process

From signal
to decision
to follow-through

Clarity Check
Step 1: Diagnose the decision
Clarify the real decision problem, evidence state, sponsor path, and action gap.
Step 2: Clarify the evidence
Determine what signals can be trusted, what assumptions remain, and what leaders need to know before deciding.
Step 3: Align the owners
Create agreement around success measures, tradeoffs, decision rights, roles, and risks.
Step 4: Activate the mechanism
Turn the decision into action through scorecards, workshops, playbooks, workflows, operating rhythms, and advisory support.
Step 5: Transfer capability
Define what will be reviewed, who owns follow-through, and what internal capability needs to be built.
How We Work

The right next step depends on what is actually stuck.

Ignite does not start with an a la carte HR service menu. We start by identifying the decision pressure, evidence gap, alignment issue, workflow constraint, or capability gap. Then we route the work to the right path with the right deliverables.

Diagnostic

Insight-to-Action Diagnostic

Clarify the buyer situation, evidence state, sponsor path, action gap, and best next offering.

Preview this path
Scorecard

Executive Talent Scorecard

Clarify what matters, what evidence can be trusted, and what action should happen next.

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Data Readiness

HR Data Readiness

Clarify sources, definitions, ownership, quality issues, and the minimum viable data path.

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Automation

Survey-to-Report Automation

Create templates, workflow logic, QA, human review, and handoff so reports do not need to be rebuilt every cycle.

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Workshop

Change Alignment and ROI Workshop

Clarify the case for change, success measures, value logic, risks, ownership, and next steps.

Preview this path
Playbook

Assessment-to-Action Playbook

Prioritize what matters, assign owners, define cadence, and make progress reviewable.

Preview this path
differentiation

Not outsourced HR. Not another dashboard.
Not consulting without action.

- Built for HR and Talent leaders who need executive-ready decisions, not generic advice.
- Grounded in Fortune 200 Talent expertise, analytics fluency, and practical follow-through.
- Designed to complement your HR team, not replace it.
- Uses AI-supported synthesis where helpful, with expert judgment and evidence confidence guiding interpretation.
- Builds operating mechanisms - scorecards, playbooks, workflows, cadence, and ownership - so insight can become action

Case Stories

What better Talent decisions look like

Ignite has helped many leaders move from fragmented people signals to clearer decisions and follow-through. Our anonymized case stories show how Ignite assessed, addressed, and actioned in a variety of complex situations.

  • How a CHRO turned prove-impact pressure into a clearer executive Talent story
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  • How a leadership team moved from misalignment to coordinated action
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Founders

Talent expertise, analytics fluency, and practical follow-through.

Josh Craver
Portrait of Josh Craver

Josh helps CEOs and CHROs turn Talent risk into practical decisions and follow-through. A former Head of Talent and Learning at Guild and FIS, hebrings deep experience in Talent strategy, leadership, learning, assessment, and executive advisory work.

Scot Duffield
Portrait of Scot Duffield

Scot is a product and talent-operations leader who helps CEOs and CHROs turn people data into action. Employee engagement, HR analytics, and org development from Amazon and Western Union. His Fortune 200 HR and Talent leadership blend with product and operations expertise.

FAQ

Questions leaders usually ask first.

If the problem is vague, the work gets vague. These are the questions we clarify early.

How is Ignite different from traditional HR consulting?
Ignite focuses on decision clarity, workforce intelligence, leadership alignment, and follow-through rather than generic HR support.
When should we bring Ignite in?
Bring Ignite in when HR needs evidence, alignment, action, workflow, or internal capability around a real decision moment.
Do you replace internal HR?
No. Ignite complements HR and builds internal capability rather than replacing the team.
How quickly will we see value?
The first value is clarity: the real decision problem, evidence state, sponsor path, and next step.
Where should we start if we are not sure what is stuck?
Start with the Clarity Check when the pressure is real but the right first path is unclear.
Can we just use ChatGPT or Claude for this?
AI can help draft questions, summarize inputs, and accelerate synthesis. The harder work is knowing what question matters, what evidence leaders will
Ignite helps HR and Talent leaders turn fragmented people signals into executive-ready decisions, aligned action, and measurable follow-through.
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