Manufacturing Talent Solutions
Talogy gives manufacturing HR teams a single, consistent framework for every talent decision, from frontline reliability to factory manager succession.
Chosen by the world's top employers
40% of frontline hires leave before day 90, and each exit absorbs $7,000+ in training.
Then you restart the clock. The interview never measured whether they would stay because it was never designed to.
Replacing one frontline worker costs $23,000 to $60,000.
You can't out-bonus Amazon and PepsiCo. You can out-screen them for who actually stays.
According to Safe Work Australia, the median serious workers’ compensation claim costs $16,300 and 7.4 weeks off work. Hiring doesn't screen for safety traits — I-Grade does.
The skills that win on the floor aren't the skills that lead a team, and the promotion costs you both. P.A.P.I. identifies who has the behavioural profile to lead before the promotion.
Half your plant managers retire within five years, with no bench behind them. Succession is an operational risk, not an HR project. InView answers who leads in three years.
US$20-40K
is what most US manufacturing HR leaders say it costs to replace a skilled frontline employee, including recruitment and onboarding.
Source: UKG Workforce Institute · 2024 · 300+ US manufacturing HR leaders
$16,300
is the median cost of a serious workers’ compensation claim, with 7.4 weeks off work. Work-related injury and illness costs the Australian economy an estimated $28.6 billion every year.
Sources: Safe Work Australia · Deloitte Access Economics
We map your roles and define what good performance looks like at each level — frontline, supervisory and leadership. The assessment matches the environment and the role, not a generic job category.
Candidates complete a targeted Talogy assessment built for your environment. Fast. Mobile-friendly. Takes less time than a first interview.
Your team gets ranked results with role-specific insights, key strengths and coaching data for the people you hire. The decision is yours. The data backs it up.
If your factory’s screening process is still built on an interview and a gut feeling, this conversation is worth 30 minutes.
We work with manufacturing HR teams, not just generic enterprise HR. The conversation stays focused on what matters on the floor.
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