TOTALIA
A talent intelligence layer that works with what you already have.
No new platform. No IT sign-off. No vendor DPA.
Upload the HR data you already have — CSV or export from whatever HRIS you run — and get a live, board-ready view of succession, bench strength and AI-readiness. Built by a practitioner who needed this mid-engagement, not designed on a whiteboard.
A live walkthrough of the app, not a self-serve signup — we'll set your organisation up directly.
WHAT IT DOES
Your existing data.
A layer of intelligence on top.
Upload what you already export
CSV or XLSX from Workday, SuccessFactors, or whatever HRIS you run. Nothing is stored server-side beyond column structure — your employee data never leaves the browser.
A board-ready view in minutes
Succession maps, 9-box, talent cards, bench-strength heatmaps, AI-readiness — the same views built for board and executive review, not another static report.
HRIS-agnostic by design
Change HR systems and the layer keeps working — it was never dependent on one vendor's schema in the first place.
Export what the room needs
Board decks, talent cards, and detail views export directly — built for the actual meeting, not a dashboard nobody opens between reviews.
WHY totalia
What sets it apart from the alternatives.
No lock-in, by architecture
HRIS vendors quote £70,000–£150,000 per feature to build an equivalent view inside their platform. totalia isn't integrated with any HRIS at all, so there's nothing to lock into and nothing that breaks when the org changes systems.
Not another vendor layer
Standalone talent-dashboard tools exist, but they're priced like enterprise software (£50k+/year) and still sit as a third-party layer alongside the HRIS — another login, another contract, another DPA. totalia removes the need for that extra layer entirely.
Proprietary methodology, not a generic dashboard
TMAP, the Succession Risk Audit, and the AQ Leadership Readiness model are Martin's own frameworks, built and proven over 30 years of real delivery work — not available in any off-the-shelf analytics tool.
Built from the job, not before it
The product exists because Martin needed it mid-engagement, evolving out of real dashboard work inside a live FTSE100 advisory relationship. Every view traces back to a real board question someone actually asked.
Survives change
Change HRIS vendor, change data structure, change org design — the intelligence layer keeps working, because it was never dependent on any one system in the first place.
THE SHAPE OF THE PROBLEM
What this actually looks like day to day.
Illustrative scenarios grounded in real talent-intelligence work — not client testimonials. totalia is pre-revenue; these show what the product solves, not who it's already solved it for.
THE BOARD PACK
The Problem
It's the night before the board meeting. Succession and bench-strength slides need pulling together from three spreadsheets, a performance export, and last quarter's deck as a template. It takes most of a day, every quarter, and it's always slightly out of date by the time it's presented.
What totalia Does
Deck Builder assembles a branded, board-ready PPTX — succession maps, 9-box, talent cards, heatmaps — straight from live data. Minutes, not a day, and it reflects what the data actually says today.
THE THREE SPREADSHEETS
The Problem
Succession data lives in the HRIS export. Assessment scores live in a separate psychometrics file from a different provider. Performance ratings live in a third. Joining them by hand — matching names, resolving conflicts, catching duplicates — eats a day before any real analysis can start.
What totalia Does
Multi-source merge with automatic join-key detection and a conflict-resolution step (keep primary, use new source, or keep both) — built for exactly this, because it's the first thing every organisation's data actually looks like.
"WE HAVE A STRONG BENCH"
The Problem
Leadership believes the pipeline is healthy — average performance rating across the top 50 leaders is a respectable 4.1 out of 5. Nobody has actually checked bench strength role by role. Six months later, three critical roles are vacant and there are zero viable internal successors.
What totalia Does
9-Box and the succession heatmap surface exactly this at a glance — not an average across the population, but who's actually ready for which specific role, colour-coded by risk.
THE HRIS MIGRATION
The Problem
An organisation is migrating to a new HRIS. Whatever succession and talent intelligence work has been built lives inside the old system's reporting layer, and migrating it isn't in scope — it's assumed that work gets rebuilt from scratch on the new platform.
What totalia Does
Nothing to rebuild. totalia was never dependent on the old system in the first place — re-point the CSV export at the new HRIS and the intelligence layer keeps working.
HOW ACCESS WORKS
Built for organisations. Not a self-serve product — yet.
A conversation, not a checkout
totalia is set up for your organisation directly — there is no public sign-up form. We talk first, so access is provisioned by someone, not by anyone with a card.
Your admin controls who's in
Once set up, your own admin invites the rest of your team. Role-based access throughout — HR admin, line manager, or individual employee views of the same data.
Often alongside advisory work
totalia grew out of a live client engagement — for many organisations it arrives as part of that relationship, not as a separate software purchase.
BOOK A DEMO
See it against your own data.
A live walkthrough of the app is how access starts — no self-serve trial, no card required. If it's a fit, we'll get your organisation set up.
Book a Demo