For organisations and coaches
Individual agency becomes transition intelligence.
The same decision engine that helps one person choose a viable move tells an organisation where its workforce can realistically go.
Where it becomes budget-relevant
Six places this is already a line item
01
AI role disruption
Tasks inside roles are changing faster than the roles are. Knowing which, and for whom, is the work.
02
Internal mobility
Where people can actually move to, keyed to the work they do rather than the title they hold.
03
Redeployment
Adjacency computed from occupational data, not from a manager's guess about who could do what.
04
Leadership transitions
The moves with the highest cost of error, given the most structure.
05
Reskilling
Which gap is worth closing for this person, toward which move — rather than a catalogue of courses.
06
Responsible outplacement
People leaving with a viable direction and a plan, not a CV template and a login.
Already built
An enterprise pilot is configuration, not a rebuild
These capabilities are in the system today. That is what makes a pilot a matter of setting it up for your organisation rather than waiting for us to build the enterprise half.
Enterprise
Transition infrastructure
- Sponsored programmes
- HRIS import
- Consent and sharing controls
- Manager development view
- Internal mobility marketplace
- Analytics with privacy suppression
Coaches
Human judgment at the right moment
- Applications and verification
- Competency review
- Availability and capacity
- Engagements and sessions
- Feedback and quality
- Deterministic matching
Operators
Governed system control
- Market data pipeline
- Occupation and skill registries
- Decision rule sets
- Review queue
- Support and feedback
- Feature flags
For coaches
PIVT does not replace the conversation. It prepares it.
You arrive already knowing the situation
A participant reaches you with a structured picture: their constraints, their priorities, the moves they are weighing and the specific thing blocking the one they want. The first session does not have to be reconnaissance.
Escalation is built in, not improvised
When a question needs qualified professional judgment — immigration, legal, financial, wellbeing — the system stops and says so rather than answering. Those are the moments a coach is genuinely needed, and PIVT routes them rather than absorbing them.
PIVT does not promise outcomes it does not control. It creates structured progress and turns the response into evidence.
Honest about where this is
What we would tell you in the first meeting anyway
The mechanism works. Coverage is the open issue.
The occupational layer is loaded across the taxonomy — 818 occupations with tasks, skills, titles and the adjacency that makes "pivot toward" computable at all. Wage and demand data currently reaches a subset of those, and every occupation outside it reads unknown rather than guessing. Closing that gap is a data load, not a build.
No external cohort has been through it yet
PIVT has been driven end to end by the people who built it. The next proof point is behaviour: whether people trust the result, and whether they act on it. A sponsor who wants to shape that is useful to us at exactly this moment.
Reference data is currently United States occupational and wage data. Nothing in the engine is US-specific; the data is.
The ask
One sponsor, one cohort, coaches attached
If your organisation is facing a transition — restructuring, AI exposure, a mobility programme that is not working — a pilot group is the fastest way for both of us to learn whether this holds.