Talent Rewire
Decide which work moves to AI, and price every move.
Talent Rewire is the licensed platform that runs all nine steps of the method on your own workflows and data: from the first task map to the plan for your people.
What it does
Most AI plans start with the tool. Talent Rewire starts with the work.
Job titles don't change when AI arrives. Tasks do. Talent Rewire breaks each workflow into tasks and steps, decides the right split between people and AI for each one, and shows what that decision is worth before anything changes.
Task-by-task analysis
Every workflow mapped to tasks and steps, captured from your people and your SOPs.
A priced decision per task
Each move on the Human-AI Task Scale costed, risk included, oversight included.
Freed capacity you can plan against
The hours each decision returns, and where they go next.
A plan for your people
How roles evolve and which skills people need for the work that remains.
How it works
Three stages. Nine steps. One decision at a time.
Diagnose
- Document workflows from your people and SOPs.
- Break workflows into tasks and steps.
- Set the human-AI split for each task on the Human-AI Task Scale.
Decide
- Map every task on the Gottfredson-Cavalier Matrix.
- Price task completion with the NET formula.
- Once risk is mitigated, value the move with ΔNPV.
- If the numbers support it, size the freed human capacity.
Develop
- Apply freed capacity where it matters most.
- Upskill people for the new work and workflows.
What you get
Actionable intelligence, not just reports.
| Output | What it answers | Who uses it |
|---|---|---|
| Workflow and task maps | What work actually happens, step by step? | Operations, process owners |
| Human-AI split | Which level on the Task Scale fits each task, today and next? | Operations, IT, HR |
| Risk map | Where would a failure hurt, and who stays accountable? | Risk, compliance, operations |
| Priced decisions | What does each move cost and return, oversight included? | Finance, executive sponsor |
| Freed capacity report | How many hours come back, and from which roles? | Operations, HR |
| Upskilling plan | What do people need to learn for the work that remains? | HR, L&D |
Who it's for
One method. Four decision-makers.
Chief Operating Officer
Which workflows to change first, and what throughput is realistic given review capacity.
Chief Financial Officer
A business case built task by task, with expected losses and oversight costs in the price.
Chief Human Resources Officer
How roles evolve and where freed capacity goes, before anyone talks about headcount.
L&D leader
The exact skills each new task split requires, so learning spend follows the business case.