title does not denote position.

HR/Recruiting & GTM teams have plenty of data. Incompatible, incomplete, or flat out inaccurate data. Unlocking the business impact & value of all this data requires refining your target audience via expertise, skills, & capabilities, not antiquated job titles & firmographics.

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The more things change, the more they stay the same. AI will change everything, but. the core aspects of human behavior and business fundamentals will remain.

But just like oil, talent must be located, processed, and refined to unleash its full business impact. Rhetorik360 Skills & Workforce Data + Kompetently® talent3Q™ Behavioral AI . high octane workforce fuel. one stop for all of your org's strategic talent needs.

If you want customers to transact with an AI agent, that's your business. But, if you want to have substantive conversations with your customers, well that's our business. kompetently® talent3Q™ Behavioral AI - .the right people in the right roles at the right time.

Knowledge (skills) is transitory. Agency (behaviors) is timeless.

kompetently® talent3Q™ Behavioral AI.critical component. not another login. - OEM ISV approach. - modular, integration first architecture. - rapid SOR connection & market deployment. - removes user adoption hurdle. talent intelligence without all the password management.

candidate experience.employee onboarding .learning & development .performance management.succession planning.engagement & retention.*Peter Drucker

RT @RobertSlaughter: Complicate all you wish. Human behavior remains simple and constant. People buy things that:.1. look nice. 2. taste g….

Agentic AI scanning GPT created CVs & LinkedIn profiles. This isn't a recruiting problem; it's not a human resources problem. This is now a business problem.

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Discover how Return on Skills (ROS) is revolutionizing talent management and business development. learn more:

1. do we know the skills and behaviors required to make us successful? . 2. do we have the people with those skills and behaviors?. 3. how do we fill the gaps through recruitment and/or development?.

Whether you're a CHRO shaping talent strategies or a CEO focused on driving performance, you must answer three questions:

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