Our Speaker Today

Linda M. Ginac
President and CEO of TalentGuard
20+ years experience leading companies and
individuals through career transformations
https://www.linkedin.com/in/lindaginac/
Discussion Points

• The Talent Ecosystem

• Career Architecture and the Maturity Curve
• AI-Assisted Career Architecture
• AI-Assisted Talent Transformation Playbook
• Unlocking Deeper Talent Intelligence
• Questions and Wrap Up

2
Copyright © 2020 TalentGuard, Inc. All rights reserved.
 The Talent Ecosystem

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Companies Need to Transform their Talent Ecosystems
Companies can’t measure the business impact of global HCM when HR operates in silos, launches distributed localized
programs and is unable to capture and validate data

4
Copyright © 2020 TalentGuard, Inc. All rights reserved. Source: Adapted from Willis Towers Watson: Transform the Present, Redefine the Future. Job Leveling Solutions, 2016.
 Global growth, changing business environments,
and digital transformation require companies to
redesign structures, workflow, and talent
strategies around best-practices to achieve an
inclusive talent ecosystem.

Copyright © 2020 TalentGuard, Inc. All rights reserved. 5

 Career Architecture and the Maturity Curve

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What is a Global Career Architecture?
Career architecture is the blueprint to a strong foundation that enables individual growth, talent intelligence and better business decisions

Do I have a choice between a How many levels are there in Where else can I navigate in What are the role expectations?
technical career or a the career ladder? this company? What other
management career at some functions exist?
point?

Career Streams Job Levels/Grades Job Families Job Profiles

Typically organized by types of Represents placement within a A group of job profiles Job profiles are industry and
job profiles such as Executive, career ladder structure or associated with a particular market relevant narratives that
Management, & Professional career stream and recognizes business function or sub- describe general tasks,
and helps streamline career incremental changes in job function that use a similar responsibilities, competencies,
progressions scope, complexity and body of knowledge or qualifications and experiences
responsibilities competencies required in a position.
Characterized by career stream,
job level and job family.
7
Copyright © 2020 TalentGuard, Inc. All rights reserved. Source: Adapted from Mercer Investment management career paths in Private Foundations/Educational Endowments, 2015 and IBM Talent Frameworks Training 2017
 Key Drivers of Career Architecture Engagements

Update Inconsistent
Outdated Job Haphazard
Random Job Title and Localized Legal
Data & Job
Salary Bands Capabilities Infrastructure Defensibility
Structure Governance
and Grades Catalog

Copyright © 2020 TalentGuard, Inc. All rights reserved.

 Career Architecture Delivers Huge Benefits

Transparency - Employees Visibility - Managers Velocity - Organization/HR

• Bolster career growth • Build capability and capacity to • Drive speed-to-value with with HR
opportunities and improved skills deliver on business strategies tech using on a common platform
to improve employee experience
• Provides details on an employee’s scope of • Offers visibility into talent needed to drive
responsibility and organizational impact future success • Creates a common language to describe
• Provides employees with tools and data to • Offers a consistent methodology to help jobs, career paths, job requirements and
manage their career managers explain roles, levels, etc. expectations across the globe
• Enables better career conversations • Helps managers offer advice on career • Foundation to support linkages to
aspirations and more organizational and job family competencies
• Reduced ambiguity on job expectations
and clarifies accountability • Provides clarity about what constitutes a • Evaluate total reward programs for market
“promotion,” including movement to a new competitiveness
• Establishes a foundation for mapping
career paths up, down and across the level, and growth within a level • Ensures internal equity/diversity goals
organization • Supports savings due to consolidation,
grade inflation and inappropriate
promotions

Copyright © 2020 TalentGuard, Inc. All rights reserved.

Career Architecture Components
A combination of changing business environments, shifts in strategy and changes to organizational structure(s) often render approaches to job management outdated.
Often it is a technology implementation that exposes opportunities to improve Job Architecture strategies to support the changing organization.

Competency Management Job Profiles

▪ Automation of all talent practices ▪ Creating meaningful, cross-organizational

Career profiles that reflect level and work
▪ Define career progressions irrespective of
Planning reporting relationships ▪ Build out tasks, responsibilities and more
▪ Identify skill gaps for individual development ▪ Develop competency libraries and assign
to job roles

Career
Architecture

▪ Identify function-based job families and ▪ Determine linkages to pay grades

classify jobs ▪ Design enterprise-wide grades to
▪ Creating meaningful, cross-organizational appropriately compensate for work
Financial
titles that accurately reflect level and work ▪ Identify number of organizational levels
Planning
▪ Develop titling dictionary

Career Streams and Job Families Job Levels and Grades

10
Copyright © 2020 TalentGuard, Inc. All rights reserved. Source: Adapted Deloitte - Job Architecture. Building a Foundation for Talent Programs, 2017
Where Do You Stand on the Career Architecture Maturity Curve?
A blueprint and adaptive data model upon which to build your talent strategy and experiences

Level 4 Digital Competency Management

Technology
TalentGuard
Job leveling and global grading are fully integrated ∙ Global pay structures developed ∙ HRIS,
Recruiting and Performance Management systems integrated with consistent titles, leveling and
grading information ∙ Centralized job content repository implemented

Consulting &
Data
Level 3 Consistent Language of Work IBM
Approach to job documentation developed ∙ Job documentation created ∙ Strategy for job content storage Deloitte
developed ∙ Compliance assessment conducted ∙ Governance process updated ∙ Functional / Technical
competencies developed

Level 2 Job and Leveling Identity

Strategic
Jobs reviewed for consolidation opportunities ∙ Job title nomenclature and consistent classification approach Consulting
through competency matrix ∙ Jobs organized into career progressions / path ∙ Governance process identified
Deloitte
Mercer
Level 1 Willis Towers
Watson
Leveling Awareness
BaumGartner
Jobs organized by function and family ∙ Number of levels identified ∙ Leveling criteria developed ∙ Jobs mapped to levels

11
Copyright © 2020 TalentGuard, Inc. All rights reserved. Source: Deloitte - Job Architecture. Building a Foundation for Talent Programs,
2017
Leveling Awareness

Level 1
Illustrative
Output

Source: Willis Towers Watson: Transform the Present, Redefine the Future. Job Leveling Solutions, 2016.

Jobs organized by function and family ∙ Number of levels identified ∙ Leveling criteria developed ∙ Jobs mapped to
12 levels
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Align jobs and job grades across business units and geographies while ensuring sensitivity to local market conditions
Job and Leveling Identity

Level 2
Illustrative
Output

Finance

Marketing

Informatio
n
Technolog
y

Source: Willis Towers Watson: Transform the Present, Redefine the Future. Job Leveling Solutions, 2016.

Jobs reviewed for consolidation opportunities ∙ Job title nomenclature and consistent classification approach through competency matrix ∙ Jobs organized into career progressions /
path ∙ Governance process identified
Copyright © 2020 TalentGuard, Inc. All rights reserved. Structure to harmonize job title and career bands and across the organization
13
Consistent Language of Work

Unique Job Code FN-4FIN

Job Job Title Sr. Finance Analyst Level 3
Profiles
Job Band P2 Illustrative
Output
Job Function Finance and Accounting

Organizational Level First Line Management; Senior Professional

Job Focus - Primary Technical, Administrative Job Family: Finance
and Secondary
Job Description Manages and executes all aspects of financial management, control, analysis
Job Description Professional/Expert Career Band
Data and planning.
Providing generic financial planning, budgeting and control functions for the
Job Responsibility 1
organization.
Grade Level Title
Performing accounting functions for the organization, including record
Job Responsibility 2 P6 Expert CFO
keeping and reporting.

Job Responsibility 3 Managing the organization's tax filing and governmental reporting activities.
P5 Master VP Finance
Managing the distribution of tasks to junior staff as appropriate to their
Job Responsibility 4
development and to the satisfaction of the needs of the organization.
P4 Specialist Director Finance

P3 Career Manager Finance

P2 Intermediate Sr. Finance Analyst

P1 Entry Finance Analyst

Consistent Language of Work

Approach to job documentation developed ∙ Job documentation created ∙ Strategy for job content storage developed ∙ Compliance assessment conducted ∙ Governance process
updated ∙ Functional / Technical competencies developed
Competencies Are Typically Aligned to the Organizational Hierarchy

Level 3
Illustrative
Output
Getting Org Strategy • Reflects strategy and culture
Started Core & • Defines expectations at each level
Leadership • Enables a leadership pipeline
Job Strategy

• Reflects functional strategy and key skills

Functions and
• Applies to all functional incumbents and
Families candidates

• Reflects job-specific knowledge and skills

Specific Jobs • Well suited for skills assessment and

development
and Roles
• Applies to incumbents and
candidates by position
Select an Approach to Capability Building Unique Job Code
Job Title
FN-4FIN

Sr. Finance Analyst

Job Band P2

Job Function Finance and Accounting

Job
Organizational Level First Line Management; Senior Professional
Profiles
Job Focus - Primary Technical, Administrative
and Secondary
Manages and executes all aspects of financial management, control, analysis
Job Description
and planning.
Providing generic financial planning, budgeting and control functions for the
Job Responsibility 1
organization.
Job Description Performing accounting functions for the organization, including record
Job Responsibility 2
Data keeping and reporting.

Job Responsibility 3 Managing the organization's tax filing and governmental reporting activities.
Managing the distribution of tasks to junior staff as appropriate to their
Job Responsibility 4
development and to the satisfaction of the needs of the organization.
Competency Code Core and Leadership Competencies Proficiency Level
Capability Data I0700 Decision Making & Critical Thinking 3 – Extensive experience
I1010 Business Analytics 2 – Working experience

Skills B1020 Planning: Tactical, Strategic 2 – Working experience

Experiences I0950 Teamwork 2 – Working experience

Qualifications Competency Code Functions/Families Competencies Proficiency Level

Preferences TFN110 Financial Analysis 3 - Extensive experience

TFN130 Financial Forecasting and Modeling 3 - Extensive experience

TFN140 Statistical Analysis and Measurement 3 - Extensive experience
TFN350 Financial Risk Management 2 - Working experience
Proficiency
Competency Code Job Technical Competencies Proficiency Level
Levels
JF2345 Job-Specific Competency Example 2-Working experience

JF2346 Job-Specific Competency Example 2-Working experience

JF73783 Job-Specific Competency Example 3–Extensive experience

Consistent Language of Work

Approach to job documentation developed ∙ Job documentation created ∙ Strategy for job content storage developed ∙ Compliance assessment conducted ∙ Governance process
updated ∙ Functional / Technical competencies developed
Centralized Job Content Repository
Level 4
Illustrative
Output

Digital Competency Management

Job leveling and global grading are fully integrated ∙ Global pay structures developed ∙ HRIS, Recruiting and Performance Management systems integrated with consistent
Copyright © 2020 TalentGuard, Inc. All rights reserved.
17 titles,

leveling and grading information ∙ Centralized job content repository implemented

Real-time Visibility and a Unified Organizational View
Level 4
Your Talent Illustrative
Talent Frameworks Processes Output
Skills &
Proficiencies
Performance,
by Competency Career Planning &
Job Profiles Competencies Succession Planning
Learning
• 20 Industries • 2000+ Competencies Resources
• 3000+ job profiles • 150+ core & leadership by Competency Learning & Performance
• 1900+ functional/ Management
• 189 Fob families
technical SMART
Goals
• Job Title • Code by Competency Learning, Development,
• Job Family • Title & Career Planning
Job Level / Band
•
• Responsibilities
• Description
• 4 Proficiency Levels
Coaching
• Job Focus Tips
• Compensation Data
• Behaviors by Competency Career Planning &
• Skills Succession Planning
Interview
Questions
by Competency
Recruiting, Interviewing,
Compliance & Assessments
Requirements
by Job
Certification Tracking &
Control
Source: IBM Corporation Talent Frameworks

Digital Competency Management

Job leveling and global grading are fully integrated ∙ Global pay structures developed ∙ HRIS, Recruiting and Performance Management systems integrated with consistent
Copyright © 2020 TalentGuard, Inc. All rights reserved.
18 titles,

leveling and grading information ∙ Centralized job content repository implemented

Level 4 - What Prevents Organizations from Implementing a Career Architecture Culture?

70%

60%

50%

40%

30%

20%

10%

0%
Manual Budget Too Too Many Lack of
Process Constraints Difficult Jobs Executive
Support
Source: IBM Corporation: Competencies,
Compensation and Technology Luncheon, 2012
 Length of Career Architecture Projects

2+ years HR experts spend 80% of their time

8%

doing what they least like to do: collecting

12-24 months Currently undergoing a job
18% architecture project

41% existing datasets and organizing data. That

leaves less than 20% of their time for

creative tasks like employee experience

6-12 months Less than 6 months and mining data for patterns that lead to
25%
new employee and talent discoveries.
7%

NIH Strategic Plan for Data Science

Source: Deloitte: Analysis and survey submissions / verifications still in process. Preliminary results
as of May 2017 from Deloitte Consulting’s 2017 Global Job Architecture Practices Survey.
Note: Total does not equal 100% due to rounding.

Copyright © 2020 TalentGuard, Inc. All rights reserved.

 AI-Assisted Career Architecture
AI Represents a Revolutionary New Paradigm for Intelligent
Career Architecture

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 Where Are you With Your Current Career Architecture Technology?

18%

46%

Integrated Talent Management

28%
Competency
8% Management
Consistent Language
Job and Levelling
Levelling of Work
Identity
Awareness

PowerPoint

Excel, Word & SharePoint

Standalone Job Description

Software or Excel

Career
Architecture Software

Immediate Term Sh ort Term Medium Term Lo ng Term

Manual
Improved Job Structure to C areer Architecture as
Efforts Minimal Investments in Technology to Foundation for Full System
fulfill Minimal System Requirements ensure improved system
functionalities B enefits

Source: Deloitte - Job Architecture. Building a Foundation for Talent Programs, 22

Copyright © 2020 TalentGuard, Inc. All rights reserved. 2017
 TalentGuard’s POV: Personalization Drives Career Architecture Technology and
Implementation Approach
“To Job or Not to Job”

Assess job-based skills at

each proficiency level Assess job-based Skill Tag with Skill Tag

Employee Control
Assessment or Input
Admin Control

definition? Skills
Employees add any skill
Employees add any skill regardless of job role with no
Set target benchmarks at the Set expectations of what good
regardless of job role with expectation of performance
proficiency level to indicate looks like in the role. (Merit badge)
ability to assess
minimum performance and
behavioral expectations.

Job-Based Assessment Skills Inventory

Assigned Common Skills for a Random Addition of Skill
Specific Job Role Tags/Keywords

Assessment is the Foundation to all Talent Processes and Personalized Experiences

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 Skills Inventory Approach
Unmoderated approach to adding skills that employees deem appropriate to their profile or assessment

Skill Tag Skill Tag Assessment Advantages

• Easier to setup for admins

5 of 15
Disadvantages
• No restriction the type of skills
employees can add
Performance Mana. Sales (Saas)
• More work for employees to
Team Building Pricing
build profiles
• Skill tags does not produce
Coaching Adaptability
meaningful outcomes
• Little credibility and evidence on
more
whether an employee is truly
skilled in the areas tagged
• Typically not merit based so the
focus and quality on the tags or
assessment are very low

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 Job-Based Assessment Approach
Moderated approach to assessment whereby experts pre-set common skills in job roles and allow employees to add additional skills

Job-based Proficiency Level Advantages

Job-based Skill Assessment Skills Assessment with ratings based • Observable levels of proficiency set
based on a Standard Rating Scale and on Behavioral Indicators clear expectations of what good looks
a Single Description at each level like in the role.
• Set target benchmarks at the
proficiency level to indicate minimum
Job role: Claims Specialist
performance expectations.
• Allow managers to review, confirm and
provide feedback on their employee’s
assessment
• Serves up curated learning plans based
on true skill gaps
• Quality of content is very high because
skills based on industry benchmarks

Disadvantages
• Requires some setup to match
companies existing titles to industry
job taxonomy
• Ongoing maintenance and governance
Copyright © 2020 TalentGuard, Inc. All rights reserved.
AI-Assisted Intelligent Career Architecture
Frictionless
Experience

Our platform is purpose-built to make HR more effective at their jobs. By providing off-the-shelf models for many common industry use cases and automating many of the
manual processes involved in traditional organizational development tasks, TalentGuard allows HR to focus on the impactful problems that drive real value for employees, 26
managers and organizations.
Copyright © 2020 TalentGuard, Inc. All rights reserved.

Copyright © 2020 TalentGuard, Inc. All rights reserved.

 Automated
Processes

• Leverage a complete AI solution

TalentGuard’s Intelligent • Explore, analyze and operationalize job role data to improve high-value
employee decisions
WorkBench • Automation, unity and governance of job role data
HR’s Data Science AI Platform • Accelerate time-to-value
• Improve analytical decisioning

27
Copyright © 2020 TalentGuard, Inc. All rights reserved.
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 AI-Assisted Talent Transformation Playbook

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Four Essential Ingredients for a Successful AI-Assisted Talent Transformation Strategy

Intelligent
Talent
Career
Workflow
Architecture
1 2

Integrated
Talent
Technology
Intelligence
Platform
4 3

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TalentGuard’s AI-Assisted Talent Ecosystem

30
Copyright © 2020 TalentGuard, Inc. All rights reserved.
Source: Adapted from Willis Towers Watson: Transform the Present, Redefine the Future. Job Leveling Solutions, 2016.
 How Do I Get Going?
Choose an Initial AI Launch Approach for a Quick Win

1 Intelligent Career Architecture

Job-based Skill Inventory

“Map It” “Refine It” “Evolve It”

Turn-Key Out-of-the-Box Industry- Adopt an industry-leading talent Collect and build skills taxonomy from
Specific Career Architecture framework scratch
Impact • Administrator • Subject Matter Experts • Users

HR Data • Company provides Job Title list • Company provides Job Role Data • Users upload resume or Linked-in Profile

Model • AI for Job Title Reconciliation and • AI for Reconciliation and Normalization • AI for Reconciliation of Skills tagged and
Normalization of Job Title, Job Description and Skills collected
• Use Best Fit Job Role in our Framework • SME Set Proficiencies • No progressions to start unless configured,
• Automatic Build of Progressions based on • Automatic Build of Progressions based rely on role match based on similar skills
Skills and more on Skills and more

Approval • Admin Approval • SME Refinement and Admin Approval • None

Timeframe • 1-3 Months • 2-6 Months • 3-12 Months to build a fully rationalized skill
taxonomy

Governance • Automatically adapt it overtime using AI, • Automatically adapt it overtime • Automatically adapt skill taxonomy overtime
tools and feedback loop using AI, tools and feedback loop using AI
• Use AI to infer job role titles based on similar
skills added in assessment or profile and others
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 Intelligent Role Rationalizer (SME Rationalization)
Natural Language
Processing

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 Intelligent Role Progression Builder
Analyzing career paths is very valuable but it requires deep understanding of career Complexity
Optimization
architecture.

Global Transition Graphs

• Visualization of the most common career paths in the company
• Build automated paths based on user success, etc.
• Specific Population Graphs
• Visualization of career paths that lead to (or come from) a specific job family or
corporate entity

Job Progression Insights

• Paths most travelled, Paths least travelled
• Paths with highest performers, paths with low performers
• Progressions by demographics (which are more friendly to men vs. women)
• Paths where employees transitioned that were not defined as part of the career map

Progression Pruning
• Eliminate paths never travelled

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 Understand the Business Process (Model it)
Business
2 Demand
Talent Gap Talent Supply Talent Development

the greater the harmony between AI

Adapt demand Assess SEQP and Illustrate potential The more thoughtful HR is models, humans in the loop, customer
based on talent performance of career paths and with their talent approach
needs of each talent in business opportunities workflows and technology to support
business unit units successful business outcomes

• How does customer workflow influence product platform selection

Provide employees Connect talent to
with targeted internal and deployment?
upskilling opportunities
resources
• What specific processes and workflows must change due to the
adoption of AI-Assisted Technology?

• What is the role of humans in the workflow that shape both the user
Monitor targeted Adjust career levels experience and costs?
development and and compensation
growth

Copyright © 2020 TalentGuard, Inc. All rights reserved.

 Configure and Deploy Technology to Support Workflow (Nail it and Scale it)

Succession Development Performance Certification Acquisition & Compensation Career Learning

3 Planning & Feedback Management Management Exchange Management Pathing

Intelligent Assessment

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 Assessment of Skills, Experiences, Qualifications and Preferences
Succession Development Performance Certification Acquisition & Compensation Career Learning
3 Planning & Feedback Management Management Exchange Management Pathing

Intelligent Assessment

Encourage rigor of continual

assessment of capabilities and
discussion among managers
and employees.

Fosters ongoing learning and

development, course
corrections and engagement

Copyright © 2020 TalentGuard, Inc. All rights reserved.

 Training the AI Model Through Feedback on the Importance of Skills in Job Role
Succession Development Performance Certification Acquisition & Compensation Career Learning
3 Planning & Feedback Management Management Exchange Management Pathing
Intelligent Assessment

Importance to the Role

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 Succession Planning

Succession Development Performance Certification Acquisition & Compensation Career Learning

3 Planning & Feedback Management Management Exchange Management Pathing

Intelligent Assessment

Create and ideal candidate profile and success

criteria using data and AI from to source data
from other sources

Automatically generate recommendations for

potential successors in the talent pool.

AI provides data-drive insights on leadership

capabilities and development plans

Copyright © 2020 TalentGuard, Inc. All rights reserved.

 Talent Planning
Succession Development Performance Certification Acquisition & Compensation Career Learning
3 Planning & Feedback Management Management Exchange Management Pathing

Intelligent Assessment

Identify gaps in knowledge,

skills, experiences, certifications
or aspirations a successor might
have today

Graphically demonstrate and

report on the development gap
between desired skills and
current capabilities so that
managers can better determine
who is most ready to fill a role

Copyright © 2020 TalentGuard, Inc. All rights reserved.

 Career Path
Predictive
Succession Development Performance Certification Acquisition & Compensation Career Learning Modeling
3 Planning & Feedback Management Management Exchange Management Pathing
Intelligent Assessment

Generate automatic
recommendations of career
paths based on

employee skills, experiences,

qualifications and preferences

Where others in similar roles

have travelled

And more…

Copyright © 2020 TalentGuard, Inc. All rights reserved.

 Career Path
Predictive
Succession Development Performance Certification Acquisition & Compensation Career Learning Modeling
3 Planning & Feedback Management Management Exchange Management Pathing
Intelligent Assessment

Curate a personalized career action plan that will

guide employees in developing missing skills,
experiences, certifications or success criteria in
the LMS

Copyright © 2020 TalentGuard, Inc. All rights reserved.

 Unlocking Deeper Talent Intelligence

Copyright © 2020 TalentGuard, Inc. All rights reserved. 42

 Trusted Talent Profile Risk Detection

TalentGuard leverages AI and predictive analytics to build org-wide Trusted Profiles

4 Talent Intelligence

Job Role Data

Mitigate Talent
Management Risks Verified Skills

TalentGuard leverages quantitative data, Multi-Rater

detailed job specs, and compliance data such as Feedback
certifications to build trusted, verified talent
profiles. Performance
Score
• Ensure fairness in hiring and internal
mobility decisions
Credentials

• Reduce risk of biased performance

outcomes

• Predict job success of internal candidates

Copyright © 2020 TalentGuard, Inc. All rights reserved.

 Make Better and More Informed Workforce Decisions

4 Talent Intelligence

DIVERSITY

Copyright © 2020 TalentGuard, Inc. All rights reserved.

 Make Better and More Informed Inclusive Workforce Decisions

4 Talent Intelligence

DIVERSITY

Copyright © 2020 TalentGuard, Inc. All rights reserved.

Thank you!

[email protected]

512.943.6800

talentguard.com