CORE SOLUTION
Connect your talent practices with Talent Management as a Service
Talent Management as a Service (TMaaS) combines a talent platform, research-backed frameworks and an expert delivery team in one ongoing service. We help you put your talent strategy into practice: assess and develop employees, manage performance, identify people for bigger roles, plan succession and improve retention. We implement and run this work alongside your HR team and existing HRIS.
From the first workshop to go-live in 6 to 8 weeks.
THE COMPLETE SERVICE
What is TMaaS?
TMaaS is an end-to-end talent management service covering seven talent practices: talent strategy, assessment, identification, succession, development, performance and retention. It brings together Technology + Tools + Team to help you connect and manage all your talent practices in one solution.
Technology
The platform includes four connected components: TalentPrint to drive assessment, performance and development, TalentProfile for talent visibility, DataHub as the secure data layer, and DataWiz for analytics built on Tableau. TAILA is our AI layer that runs across the entire platform.
Tools and methodology
Co-design workshops, the Talent Genome competency framework, a skills taxonomy, essential experiences and an implementation playbook give your managers a shared approach to assessment, development and succession. We adapt these tools to your organisation's business context, roles and current talent priorities.
Expert team
Talent strategists, data analysts, technology and change management specialists work alongside your team to configure the platform and run the first talent management cycle. A dedicated customer success manager runs quarterly reviews with you and keeps delivery on track.
THE PLATFORM
How will the Peopletree Group platform support our strategic goals?
The Peopletree platform has four connected components and an AI layer that runs across them.
TalentPrint
360 assessments, development plans, performance reviews and career conversations in one place.
TalentProfile
A searchable profile of each employee's career history, skills, qualifications, languages and mobility preferences.
DataHub
A permission-based data layer for the talent data your HRIS doesn't hold, so HR can retire the spreadsheets.
DataWiz
People analytics dashboards built on Tableau, for talent reviews, board updates and workforce planning.
TAILA
The AI layer. It drafts insight summaries, coaching prompts, goal wording and conversation guides so managers, leaders and HR can make informed people decisions.
PRACTICES
Which talent practices does TMaaS cover?
TMaaS delivers all seven practices as one managed service. If you need help with a specific talent practice, have a look at our individual solution pages.
Talent strategy
A talent plan tied to your business strategy, designed with your leadership team and delivered with them.
Talent assessment
360 feedback and behavioural assessments that show each person's strengths and potential.
Succession management
Readiness assessments for critical roles, and a clear view of where you have no ready successor.
Talent development
Individual development plans linked to the capabilities the business needs next.
KEEP YOUR HRIS
We already have an HRIS. What does TMaaS add?
Your HRIS stays your single source of truth for employee records, payroll, compliance and organisational structure. TMaaS works alongside it.
It handles the talent work most HRIS platforms do partly or not at all: assessments, performance conversations, development plans, succession and talent reviews, all on one shared framework in one connected platform.
The Peopletree platform integrates with PaySpace, Sage VIP and Oracle Fusion. It connects to other systems through a REST API, and your people sign in with Microsoft single sign-on (SSO).
INTEGRATES WITH
Questions TMaaS helps your leaders answer:
- Who has the evidence, skills and ambition for a bigger role?
- Which critical roles have no ready successor?
- Is development spend closing the capability gaps we care about?
- What should managers review before a talent or succession discussion?
- Which people and roles need attention first?
BORROW THE CAPABILITY
Is TMaaS the same as outsourcing a talent process?
TMaaS is not the same as standard talent process outsourcing. Traditional outsourcing handles a single task or process, whereas TMaaS manages the entire talent lifecycle as an ongoing operational model. Instead of buying software, connecting your data and hiring specialist HR teams to link your practices, TMaaS lets you borrow the technology, methodology and skills in a single engagement.
See how we workCOMPARE YOUR OPTIONS
How does TMaaS compare with buying software or hiring consultants?
Buying talent software, hiring consultants or using external vendors to run assessments only solves part of the problem. It's still up to your team to implement it, integrate it and make sure managers and employees adopt it.
| Your option | What you're buying | What your team still needs to do |
|---|---|---|
| Buy talent software | Software for your chosen talent practices. | Configure it, connect it to your other systems, build the frameworks and drive adoption. |
| Hire strategy consultants | A talent strategy, recommendations and a roadmap. | Put the recommendations into practice, connect the systems and manage the rollout. |
| Use assessment specialists | Assessments, reports and expert feedback. | Bring the results into your wider talent process and turn feedback into development actions. |
| Build internally | An internal team of experts, systems and frameworks. | Staff the team, maintain the systems and data, and manage delivery alongside existing work. |
| Choose TMaaS | A connected platform, shared frameworks including the Talent Genome and Skills Taxonomy, and an embedded delivery team. | Set priorities, provide business context and participate in data preparation and rollout. Your leaders and managers make the people decisions. |
WHO OWNS WHAT
What work remains with our HR team and leaders?
You retain ownership of your people strategy, policies, data and every people decision. TMaaS adds the platform, the tools and an expert team to support it.
We draft and agree on the split of responsibility in writing before delivery starts. This includes the talent practices, systems and roles in scope. That way, your team stays in charge of decisions, and we handle the setup and delivery work.
Your HR team
Sets priorities, validates the data, agrees governance and leads internal communication. HR also owns the actions that come out of talent discussions.
Your leaders and managers
Leaders take part in talent reviews and make the decisions about people. Managers hold the performance, career and development conversations.
Peopletree Group
Designs the approach, configures the platform, prepares the data with you, trains your HR team and managers, and keeps the review schedule running after launch.
HOW IT WORKS
How long does TMaaS take to set up?
Most organisations go live 6 to 8 weeks after the first workshop.
Weeks 1 to 2
Discovery and design
We run co-design workshops with your leadership team, review your current talent processes and data, and agree what success looks like.
- Current-state assessment
- Solution design blueprint
- Success measures
- Project roadmap
Weeks 3 to 4
Configuration and build
We configure the platform across the seven practices and prepare your data. Your HR team makes the design decisions; our strategists, analysts and developers handle the build and the timeline.
- Platform configured for all seven practices
- Data prepared and loaded into DataHub
- Frameworks adapted to your roles
Weeks 5 to 6
Enablement and change management
We train your managers, onboard employees and run the change management plan, including internal communications.
- Manager training programme
- Employee onboarding materials
- Change management plan
- Communication templates
Weeks 7 to 8
Launch and first talent management cycle
We support go-live, facilitate the first talent management cycle with your managers and track adoption on a live dashboard.
- Go-live support
- Facilitation of your first talent management cycle
- Adoption dashboard
After launch
Review and improve
Monthly check-ins, quarterly business reviews and platform updates. We review what's working with you and change what isn't.
- Monthly check-ins
- Quarterly business reviews
- Platform updates
Want to see the platform for a company your size?
A 15-minute screen-share of the platform with a Peopletree consultant.
PRICING
How is TMaaS priced?
TMaaS pricing includes an annual platform licence and professional fees for the Peopletree Group team. We size both to the number of licences you need and the capacity of your internal team, so you only pay for what you use.
Not sure where to start?
Begin with an HR Practices Audit. It compares your current HR practices with what high-performing organisations do and shows which practice to tackle first. Most clients get their results in 3 to 4 weeks.
See the HR Practices AuditWHO IT'S FOR
Who is TMaaS for?
TMaaS is for organisations with 500 to 5,000 employees that have an HRIS but run assessment, performance, development and succession across separate tools and spreadsheets.
It is designed for HR leaders who need evidence for talent decisions and can't justify hiring a full in-house talent and analytics team to produce it.
FAQS
TMaaS questions
What is Talent Management as a Service (TMaaS)?
Does TMaaS replace our HRIS?
Which HRIS platforms does TMaaS integrate with?
How long does TMaaS take to set up?
How much does TMaaS cost?
How long is a TMaaS contract?
Do we have to take all seven practices?
Which countries does Peopletree Group work in?
Is our data secure?
Does TAILA make decisions about our people?
NEXT STEP
Talk to us about TMaaS
Tell us which talent decisions are hardest to make right now. We'll show you where TMaaS would start and what the first 8 weeks would look like.
RELATED INSIGHTS
Further reading
Talent Management System: How Growing Companies Choose and Use One
A practical guide to choosing a talent management system that connects data, manager action and the capability your company needs to build.
Talent Management Strategy for Business Growth
How to design a talent management strategy that supports business growth rather than running parallel to it - the sequencing argument and why it matters.
Scaling HR in a Growing Company
The inflection points where HR infrastructure breaks down in scaling organisations, and the decisions that determine whether talent management keeps pace with growth.