088 - 448 70 00 Login 088 - 448 70 00 Login

Our advisors are ready for you


HR is people work. That is why our clients can count on a team of strategic HR consultants.

Our consultants have a lot of expertise and experience with the implementation of HR solutions. For example in the context of identifying, matching and developing talent. Be inspired by our cases, knowledge and vision.
Get to know our consultants personally
Interactie GITP19
Get to know our consultants personally



Portret GITP7

In order to be able to respond quickly and flexibly to market developments, organizations need insight into (available) talent, so that it can be optimally utilized and developed.

Talents, qualities and potential of people are not always immediately visible, but they are measurable:

  • What are the talents or “high potentials” within your organization and what characterizes them?
  • What growth potential is in the individual or in your team?

Answers that are more important than ever, but not always easy to find. By making talents objectively measurable and by analyzing talent data, organizations gain insights that enable them to make better strategically based decisions. Both at the level of organisations, teams and employees.

We believe in the power of talent and that there is room for everyone to shine. We guide you within your organization to give direction to this.

Ask for the possibilities

Competency framework

Competency framework

Context GITP5

Focus on your talent through unambiguous and concrete language

With your organization you are constantly looking for new ways to stay ahead of the competition. That requires a lot from your people. Soft skills (effective behaviour/competences) – in addition to knowledge – make the difference. For example, the talent to think innovatively, show courage and work together in good harmony. It is therefore very important to stimulate these skills. But how? Questions that may arise in competency management:

  • In order to survive, the department must fundamentally change, but what does such a change entail? And how do we start?
  • How do we map out desired behavior and how do we describe it?
  • We would like to link the desired behavior to all functions in order to select people based on this: is that possible?
  • What are the core values ​​of our organization and what are we going to coach and guide our people on throughout the organization in their development?
  • Whenever I request an assessment, I am asked which competencies I want to focus on. Is that really that important? And if so, can you help me with that.

We are happy to guide you and your team/organization in such a process!

ask for the possibilities

Talent Analytics

Talent analytics as a continuous process

Context GITP4

You want to have a good overview of the qualities and talents of your employees, such as personality traits, cognitive capacities, competencies and motivations.

Talent analytics provides those insights. With a systematic and data-driven approach, we support elements of HR policy, such as selection procedures, management development programs and career paths within an organization.

Based on scientifically validated online assessment tools, GITP collects talent data from your employees, teams and organization. This generates powerful insights to make substantiated better strategic HR decisions. This allows you to deploy and further develop your employees in a more targeted manner, so that they perform better.

When you go a step further and embed talent analytics as a continuous process in your HR organization, you can keep your workforce planning sharp, based on data-driven insights.
ask for the possibilities


We are happy to help!

Mark van Ieperenburg 7990

Mark van Ieperenburg

Sr. Adviseur

Ik zie mijn rol als vertaler van data maar wel vanuit contact.

Ik zie mijn rol als vertaler van data maar wel vanuit contact. Het mooie van data is dat het soms op bijzonder scherpe manier dat bloot legt wat je normaal gesproken niet ziet. Dan kom je heel dicht bij organisaties, teams en individuen. En de charme van het vak is dat je patronen kunt ontrafelen


  • Talent analytics
  • Talent management
  • Performance management
  • Wendbaarheid
  • Competenties
  • Loopbaan
Helen Brouwers 7834

Helen Brouwers


Inzicht geven in talenten, een “lampje” doen branden, perspectief geven, is wat mij enorm drijft in mijn werk

Als A&O psycholoog binnen het digital consultancy team adviseer ik klanten bij het optimaliseren van hun Advanced Talent Management. Aan de hand van online tooling en (opgebouwde) talent analytics worden talenten van organisaties zichtbaar, wat ondersteunend werkt gedurende hun transitie/ontwikkel trajecten. Mijn werkwijze is pragmatisch, resultaatgericht, samen en altijd graag met een vleugje humor!


  • Management consulting
  • Talent management
  • Digital tools
  • Online assessment
  • Organisatiepsychologie
Henriëtte den Boer 7846

Henriëtte den Boer


moet nog iets komen