Diagnose
Your Associate runs a comprehensive people assessment to establish a clear baseline using rethinQ's proprietary intake questionnaires and maturity scorecards.
People Services Division
Build culture intentionally. Not just hopefully.
The complete client onboarding and consulting framework for the rethinQ People Services Division — psychometric-informed, clinically supported, and measured before anything is prescribed.
Who we are
Not a firm. Not an agency. A curated collective.
rethinQ Solutions is a collective of elite, independent contractors who assemble under the rethinQ banner when the problem demands it — and dissolve when the work is done. No permanent payroll. No overhead-driven recommendations. No standing army waiting for a war.
We serve clients facing challenges that don't fit neatly into the service catalogues of established vendors. Our value isn't just what we deliver — it's the vantage point we bring. We assess before we advise. We measure before we build.
Growth
Revenue acceleration, pipeline generation, digital presence, vendor coordination
Technology
AI integration, cloud strategy, digital transformation, systems architecture
Security
Cyber and physical risk, compliance, incident response, property profiling
People
Psychometric-informed talent, corporate therapy, leadership, culture design
Your rethinQ Associate
A trusted advisor who works for you — not the vendors.
Every rethinQ Associate is a hands-on strategist with real-world execution experience. They embed with your team, learn your business inside and out, and take full ownership of sourcing, negotiating, and overseeing every vendor relationship on your behalf — across people and beyond.
The challenge
Recruiters, coaches, HR consultants, benefits brokers, and training vendors are all pitching people solutions. Nobody is looking at your workforce holistically — culture, retention, leadership, and wellbeing — and nobody is coordinating the strategy.
The rethinQ approach
Your rethinQ Associate assesses your entire people ecosystem — talent pipeline, culture health, leadership bench, and employee experience — then sources and manages the right partners across every dimension. One advisor for your entire people strategy.
1
2
Source & align
Instead of disconnected vendors, your Associate builds a unified people strategy, sources the right specialists, and coordinates delivery across the full stack.
3
Measure & sustain
Ongoing oversight with clear KPIs, sprint reviews, and quarterly reassessments. Your Associate holds every vendor accountable to measurable outcomes.
Built-in accountability
One advisor. One strategy. One point of trust.
Full vendor accountability. No more siloed agencies working at cross-purposes.
People Services Division
Evidence-based people strategy, not traditional HR consulting.
The People Services Division helps organizations build, sustain, and optimize their most valuable asset: their workforce. We take a consultative, evidence-based approach that goes beyond traditional HR consulting by integrating psychometric science and clinical wellbeing support into every engagement.
Most organizations understand that people are central to performance. Fewer have the tools, frameworks, and specialist support to ensure they are hiring the right people for the right roles, retaining them effectively, developing their potential, and creating an environment where they can thrive. rethinQ People bridges that gap — anchored by a dedicated rethinQ Associate who manages every people-related vendor relationship on your behalf.
| Service area | What we deliver | Key outcomes |
|---|---|---|
| Talent acquisition & fit assessment | Psychometric profiling for candidates and roles, cognitive and personality assessments, values and culture-fit analysis, structured interview design, hiring process audit | Higher quality hires, reduced mis-hires, faster time-to-productivity, predictive insight into success |
| Employee wellbeing & corporate therapy | Registered corporate therapist placement, individual and group wellbeing assessments, burnout diagnostics, conflict mediation, psychological safety audits, EAP optimization | Healthier workforce, reduced absenteeism, early identification of burnout, clinical-grade support beyond EAPs |
| Leadership development & coaching | Psychometric-informed leadership profiling, executive coaching, leadership pipeline assessment, succession planning, 360 feedback, first-time manager programs | Stronger leadership bench, accelerated leader readiness, reduced leadership turnover |
| Organizational design & culture | Culture audits, organizational structure review, team dynamics analysis, change management, values alignment, employer brand assessment, DEI strategy | Clear cultural identity, optimized structure, healthier dynamics, employer brand that retains |
| Performance & retention strategy | Performance management framework, engagement surveys, stay interviews, exit analysis, retention risk modelling, compensation benchmarking, career pathing | Reduced voluntary turnover, early identification of flight risks, competitive total rewards |
| HR strategy & people operations | HR function audit, people analytics, HRIS assessment, policy development, compliance review, fractional CHRO services | Professionalized HR function, data-driven decisions, compliant policies, scalable operations |
What sets rethinQ People apart
Objective measurement of fit, potential, and wellbeing — not assumptions.
Psychometric testing
Science-based fit & potential
We integrate validated psychometric assessments into talent acquisition, development, and organizational design. These instruments measure cognitive ability, personality traits, behavioural tendencies, emotional intelligence, and values alignment — objective insight that goes far beyond resumes and interviews.
Psychometric data helps organizations make better hiring decisions, predict role fit and team dynamics, identify leadership potential, and build development pathways tailored to the individual.
Registered corporate therapists
Clinical wellbeing & organizational health
We embed registered, licensed therapists into People engagements for employee wellbeing, leadership coaching, team dynamics, workplace conflict, stress management, and organizational health. These are not wellness coaches or motivational speakers — they are regulated professionals with clinical training.
Corporate therapy extends fit assessment beyond skills and culture to psychological safety, long-term sustainability, happiness indicators, and resilience.
Psychometric testing — integration points
| Service context | How psychometrics are used | Instruments & methods |
|---|---|---|
| Talent acquisition | Pre-hire profiling to score candidate-role fit. Team composition analysis to predict dynamics with existing team members. | Cognitive ability assessments, Big Five profiling, values inventories, situational judgment tests, team role analysis |
| Leadership development | Leadership profiling to identify strengths, blind spots, and development needs. Baseline measurement before coaching engagements. | Emotional intelligence, leadership style inventories, decision-making profiles, 360 integration |
| Organizational design | Team dynamics mapping using behavioural profiles. Culture-fit analysis at the organizational level. | Team profile aggregation, communication style mapping, conflict tendency analysis, values alignment surveys |
| Performance & retention | Identifying engagement drivers by personality type. Predicting retention risk based on role-person alignment. | Engagement driver profiling, role alignment scoring, interest and motivation inventories, burnout indicators |
Registered corporate therapy — integration points
| Service context | How corporate therapy is used | Delivery models |
|---|---|---|
| Employee wellbeing | Individual and group wellbeing assessments, ongoing clinical support for stress, anxiety, burnout, or workplace challenges. Goes beyond EAP with proactive, embedded support. | On-site or virtual sessions, group facilitation, wellbeing assessments, aggregate-only leadership reporting |
| Talent acquisition | Candidate wellbeing screening for long-term sustainability. Assessing psychological readiness for high-stress roles. Onboarding support. | Pre-hire wellbeing indicators, role-demand matching, structured onboarding check-ins |
| Leadership & coaching | Executive stress management, leadership resilience, emotional regulation coaching. Clinical support for leaders managing pressure or change. | 1:1 executive therapy, leadership resilience programs, confidential coaching, crisis support |
| Culture & conflict | Workplace conflict mediation with clinical frameworks. Psychological safety audits. Support during change, restructuring, or layoffs. | Clinical mediation, psychological safety surveys, team health facilitation, critical incident debriefing |
Confidentiality
All corporate therapy services are delivered by registered, licensed professionals operating under the ethical standards of their jurisdiction. Confidentiality is maintained at the individual level — only aggregate, de-identified insights are shared with organizational leadership.
Client onboarding framework
Five phases. Nothing prescribed before it's measured.
Every People engagement follows a structured five-phase onboarding process. Your rethinQ Associate guides you through each phase, ensuring deep understanding of your business before any recommendations are made.
01Week 1
Discovery & intake
Objective: Understand the client's workforce, culture, leadership structure, people challenges, and strategic priorities.
- Conduct a 90-minute Executive Discovery Session with senior leadership, HR/People leadership, and operational stakeholders
- Distribute and collect the rethinQ People Intake Questionnaire covering organizational demographics, HR maturity, talent acquisition, wellbeing, leadership, culture, performance, and people technology
- Gather org charts, engagement survey results, turnover reports, HR policies, compensation data, and exit interview summaries
- Conduct preliminary psychometric readiness assessment and wellbeing infrastructure review
- Map the organizational structure and identify people decision-makers, budget owners, and cultural influencers
Deliverable
Completed People Profile & Discovery Summary Report
02Weeks 2–3
Current state assessment
Objective: Perform a comprehensive audit across all people functions to establish a maturity baseline. Where appropriate, psychometric instruments are deployed to generate baseline data on team composition, leadership profiles, and wellbeing indicators.
| Assessment area | What we evaluate | Scoring |
|---|---|---|
| Talent acquisition & fit | Hiring process maturity, use of objective assessments, candidate experience, time-to-hire, quality-of-hire, interviewer calibration | 1–5 maturity score |
| Employee wellbeing & support | Mental health resources, EAP utilization, psychological safety, burnout indicators, absenteeism, clinical support availability | 1–5 maturity score |
| Leadership & development | Pipeline depth, succession plan quality, development investment, coaching availability, 360 feedback practices, psychometric integration | 1–5 maturity score |
| Organizational culture | Culture articulation, values clarity, employee sentiment, DEI maturity, team dynamics health, change readiness, employer brand | 1–5 maturity score |
| Performance & retention | Performance framework, feedback quality, engagement survey maturity, turnover trends, retention risk, recognition, career pathing | 1–5 maturity score |
| HR strategy & operations | HR function structure, people analytics, HRIS effectiveness, policy compliance, employment standards, strategic alignment | 1–5 maturity score |
Deliverable
rethinQ People Maturity Scorecard — scored across all six dimensions with identified gaps, psychometric baseline data, and wellbeing indicators.
03Week 4
Gap analysis & service matching
Objective: Translate assessment findings into a prioritized action plan, mapping gaps to specific rethinQ People services and vendor partners.
- Generate the People Gap Matrix incorporating psychometric and wellbeing data
- Prioritize gaps using an Impact-Effort framework, factoring business impact, employee experience, legal exposure, and organizational readiness
- Match gaps to rethinQ People services with timelines, resource requirements, and psychometric/therapy integration points
- Identify and shortlist vendor partners — recruiters, coaches, EAP providers, HRIS vendors — with your Associate managing all sourcing
- Develop a phased People Strategy Roadmap with milestones, quick wins, and long-term transformation initiatives
- Define KPIs and prepare investment estimates including build vs. buy recommendations for psychometric tools and therapy programs
Service matching decision logic
| If assessment reveals… | Primary service match | Supporting services |
|---|---|---|
| High mis-hire rates, no objective assessments, poor candidate experience | Talent acquisition & fit assessment | Culture & org design, Performance & retention |
| High absenteeism, burnout signals, low psychological safety, workplace conflict | Employee wellbeing & corporate therapy | Leadership development, Culture & org design |
| Weak leadership pipeline, no succession plan, undeveloped managers | Leadership development & coaching | Wellbeing & therapy, Performance & retention |
| Unclear values, poor team dynamics, low sentiment, DEI gaps, weak employer brand | Organizational design & culture | Wellbeing & therapy, HR strategy |
| High voluntary turnover, disengaged workforce, weak performance framework | Performance & retention strategy | Talent acquisition, Culture & org design |
| Under-resourced HR, no people analytics, outdated HRIS, compliance exposure | HR strategy & people operations | Performance & retention, Leadership development |
Deliverable
People Strategy Roadmap with prioritized recommendations, vendor shortlist, psychometric and therapy integration plan, and investment estimates.
04Week 5
Strategy presentation & alignment
Objective: Present findings and recommendations to leadership, align on priorities, and finalize engagement scope.
- Deliver a formal People Strategy Presentation with visual scorecards, workforce analytics, aggregate psychometric insights, wellbeing indicators, and the recommended roadmap
- Facilitate a collaborative prioritization workshop to align leadership on sequencing, budget allocation, and cultural readiness for change
- Refine engagement scope based on feedback, budget constraints, internal HR capacity, and regulatory considerations
- Define the SOW including timelines, vendor assignments, governance, psychometric instrument selection, and therapy program parameters
- Establish communication cadence — weekly stand-ups, bi-weekly sprint reviews, monthly people briefings, quarterly organizational health reviews
Deliverable
Signed Statement of Work, finalized project plan, psychometric instrument selection, therapy program design, and assigned rethinQ Associate and people team.
05Week 6+
Engagement kickoff & execution
Objective: Transition from assessment into active execution with clear ownership, psychometric deployment, therapy integration, and iterative delivery.
- Your rethinQ Associate assumes ownership of all vendor relationships, psychometric specialists, and registered corporate therapists assigned to the engagement
- Launch the first 30-day sprint with defined objectives: assessment deployments, program designs, policy drafts, coaching sessions, or therapy activation
- Deploy psychometric instruments to target populations and establish baseline profiles
- Activate corporate therapy programs where applicable: individual sessions, group facilitation, wellbeing assessments, and manager training
- Deploy people dashboards and KPI tracking tied to the People Maturity Scorecard baseline
- Deliver a 30-day Progress Report with workforce health improvements, psychometric insights, and recommended adjustments
Deliverables
Active service delivery, psychometric reports, wellbeing dashboards, 30/60/90-day progress reports, quarterly organizational health reviews.
Onboarding timeline
Six weeks from first conversation to active delivery.
| Timeline | Phase | Key output | Client commitment |
|---|---|---|---|
| Week 1 | Discovery & intake | People Profile & Discovery Summary | 4–6 hours + readiness assessment |
| Weeks 2–3 | Current state assessment + psychometric baseline | People Maturity Scorecard + baseline data | Team participation in assessments |
| Week 4 | Gap analysis & service matching | People Strategy Roadmap | 2–3 hours |
| Week 5 | Strategy presentation & alignment | Signed SOW & project plan | 2–4 hours |
| Week 6+ | Engagement kickoff & execution | Active delivery + dashboards | Ongoing stand-ups + assessments |
What your Associate manages
From hiring to coaching to retention, one people strategy.
Your rethinQ Associate manages every people vendor. No more disconnected HR initiatives. One people strategy, one advisor, measurable outcomes.
- 01Recruiters, executive search firms, and sourcing partners
- 02Psychometric instrument vendors and assessment specialists
- 03Registered corporate therapists and clinical wellbeing providers
- 04Executive coaches, leadership development firms, and 360 vendors
- 05HRIS providers, ATS platforms, and people analytics tools
- 06Compensation consultants, benefits brokers, and EAP providers
Maturity scorecard
Every dimension scored on the same 1–5 scale.
This scoring guide ensures consistency across assessments and provides clear benchmarks for client communication.
1Ad Hoc
No formal people strategy or documented processes. Activities are reactive and inconsistent. Significant unmanaged risk and missed opportunities.
2Emerging
Basic activities exist but lack structure, consistency, or measurement. Some awareness of gaps but no clear plan to address them.
3Defined
Formal processes exist and are documented. Core metrics are tracked. Strategy in place but execution is inconsistent or under-resourced.
4Managed
Strategy is well-executed and data-driven. Processes are optimized with regular iteration. Performance meets or exceeds industry benchmarks.
5Optimized
Industry-leading performance. Continuous innovation, advanced automation, and predictive capabilities. The function is a competitive differentiator.
Engagement models
Scoped to your budget, timeline, and capacity.
Every model includes an embedded rethinQ Associate as the single point of accountability.
| Model | Best for | Structure | Duration |
|---|---|---|---|
| Diagnostic only | Independent assessment before committing to execution — ideal for board reporting, M&A, or organizational health checks | Phases 1–3: Discovery, Assessment, and Gap Analysis with full Scorecard and Roadmap | 4–5 weeks |
| Project-based | Targeted engagements with defined scope and deliverables | Full onboarding (Phases 1–5) scoped to specific service areas with fixed deliverables | 2–6 months |
| Retainer / managed services | Ongoing program management with continuous oversight, periodic reassessments, and strategic support | Full onboarding followed by recurring monthly services with a dedicated rethinQ Associate | 6–12 months (renewable) |
| Fractional CHRO / VP People | Senior leadership without the full-time commitment | Part-time executive placement (10–20 hrs/week) to own and drive strategy | 6+ months |
Start the conversation
Ready to rethinQ your people strategy?
Every great engagement begins with a structured conversation. Reach out to start your Discovery phase.
[email protected] · 1-855-rethinQ (738-4467) · rethinq.ca
Confidential — rethinQ Solutions
[email protected] | 1-855-rethinQ (738-4467)
Stay curious & rethinQ your potential.
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