Know who you have, where they stand and who might leave
9-Box, role fit and turnover radar on the same people, fed by what leaders record all year. Every number comes with its reason, and every decision carries the name of whoever made it.
Talent · 2026 cycle
- Henrique Batista High performance and potential
- Larissa Moura Adjusted by manager, with reason
- Eduardo Pires High risk · up from 38 to 71
- Purchasing manager No successor ready
Sales calibration on Thursday
What holds talent management back today
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The 9-Box is an opinion
Each manager has their own yardstick, and high performance means different things across areas.
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Resignations catch everyone off guard
The notice arrives, and the signals had been there for months.
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Nobody knows who steps in
A critical role goes empty and succession starts from scratch.
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Promotions decided on gut feeling
Without comparing what the role needs with what the person shows.
What Talent does
Readings about people that explain where they come from and support the conversation, without deciding for anyone.
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9-Box grid
Performance and potential across nine boxes.
- Positions calculated from the review cycle
- Manager adjustments with a recorded justification
- Evidence for each position: rating, development plan, feedback and tenure
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Calibration and succession
Leaders align the yardstick and prepare who steps in.
- Committee table that starts with the cases most likely to spark debate
- Calibration minutes written by Tali, without naming people
- Role coverage and successors with readiness
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Person-to-role Matcher
How close someone is to what the role requires.
- Role target profile in DISC and competencies
- Target derived from those already doing the job well
- Team behavioral map
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Turnover radar
Exit risk signal from 0 to 100, with its factors.
- Risk bands and trend between readings
- Weight of each factor set by the company
- Retention actions recorded and closed with the outcome
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Continuous notes
One observation at a time, throughout the year.
- A question about one person and one competency, with the reason
- Not observed is also a recorded answer
- Notes show up in the form when the cycle opens
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Do the tools get it right?
Tali checks whether the tools measure something useful.
- Whether competencies tell people apart
- Whether the 9-Box anticipated what came next
- Whether role fit predicted who would deliver more
From the year's notes to the succession plan
Each step shows who does it: a rule, AI or a person.
- 1
Notes Person
Throughout the year, the manager answers one observation at a time about the team.
- 2
Position Rule
The consolidated cycle places each person on the 9-Box grid.
- 3
Adjustment Person
The manager disagrees with the calculation on the person's row and writes why.
- 4
Calibration Person
The committee compares criteria and every move is logged with its author.
- 5
Minutes AI
Tali summarizes what the table decided from the justifications.
- 6
Succession Person
HR names successors with readiness, starting with uncovered roles.
Ask Tali
Everything the Talent screens do, Tali does in the chat, with your permission.
- Where is my team on the 9-Box?
- Which roles have no successor ready?
- Who on my team is at risk of leaving, and why?
- Are there inconsistencies in this cycle's grid?
Examples of what you can ask. Tali uses your permissions and confirms before saving.
Questions about Talent
Where does the 9-Box position come from?
Can someone see their own exit risk?
Does the radar decide anything about anyone?
Does low role fit rule someone out?
Know who can step in before you need it
In 30 minutes you see your team's grid, role coverage and who needs a conversation now.