EXPLORE THE MODULE
Reduce the heavy lifting before and during talent reviews. Help leaders have better strategic conversations, then keep development, risks, and succession progress in focus throughout the year.
Assess performance and potential, run talent nine-box and calibration sessions, match successors with critical roles, and manage talent risk KPIs.
Bring these four capabilities into a continuous process: assess performance and potential, review and calibrate talent, plan succession for critical roles, and manage talent risk KPIs.
02 / NALA AI
Use Nala AI to match critical roles with potential successors across your full talent pool, build focused development plans, create strategic reports, and monitor priorities continuously.
Explore Nala AI with us ↗Find potential successors for critical roles across your full talent pool, beyond the usual shortlist.
Create focused development plans for each person, tied to your business strategy.
Create tailored strategic reports for the conversations that matter.
Track the talent risks, succession pipeline strength, and progress that matter to your business, at scale and over time.
Our team helps organize your history, guide your next steps, and configure access for the reality of your global organization.
01 / ORGANIZE YOUR HISTORY
The Nala team helps organize and update your historical talent data, whatever format you have it in.
02 / PLAN YOUR NEXT STEPS
Use Nala’s expertise to guide your process and suggest a roadmap based on your current maturity in talent reviews and succession planning.
03 / CONFIGURE ACCESS
Configure Nala’s range of roles to fit the scope and autonomy each person needs across your global organization.
Your data and your organization are the starting point.
Discuss historical data, integrations, your process roadmap, and role configuration with our team.
Explore performance and potential assessments, talent nine-box and calibration sessions, critical roles and succession planning, and talent risk KPIs management.
Tell us about your team and explore how Nala AI could work for your company. Schedule a demo
Give HR and leaders a clear experience for strategic talent conversations. Configure roles, scope, and autonomy to fit your organization. The employee view below remains a draft for confirmation.
Connect talent conversations with performance, development, and organizational priorities. We’ll confirm the specific product connections for the final page.
07 / OUR CUSTOMERS
“Nala brings all our HR tools into one seamless platform, giving us the insights we need to make data-driven decisions and boost employee engagement.”
NALA Client
Current homepage testimonial · shared testimonial component
Explore the practical details, or speak with our team about your requirements.
Let’s discuss your needs ↗Yes. Nala helps match potential successors with critical roles and identify talent across a broader talent pool. Nala AI can help find potential successors across your full talent pool.
The module supports a shift from a one-time talent process to continuous talent and succession management, keeping development, risks, pipeline strength, and progress in focus between cycles.
The Nala team helps organize and update your historical talent data, whatever format you have it in.
Our team helps guide your approach and suggest a roadmap based on your current maturity in talent reviews and succession planning.
Nala offers a wide variety of roles, allowing you to configure scope and autonomy based on your organization’s needs.
Explore your talent pool, attrition risk, the impact of that risk, regrettable attrition, and the strength of your succession pipeline.
Nala AI helps match roles with potential successors, build development plans tied to business strategy, create tailored strategic reports, and monitor critical KPIs at scale.
Customize the nine-box model to fit your talent process. If your company uses a different model, our team can review it with you and scope the required customization. Adapting a model other than nine-box adds to the implementation fee.
Record the assessment from the manager or the team evaluating the successor, or create a model with Nala AI to help evaluate readiness. We define the approach around your organization’s criteria.
Manage development commitments, succession readiness, and pipeline changes continuously. Follow them directly or configure workflows with Nala to monitor specific data and alert or notify you when an important change occurs.
You can start with a bulk upload of basic employee information or connect your existing system to Nala through an API. Requirements depend on the module and agreed proposal. The scope may include organizing and uploading historical data or meeting requirements with your IT team. We agree these details before setup.
Typical integrations connect Nala with payroll systems or other HRIS platforms that provide an API. Nala supports bringing data in and pulling data out through APIs, and connecting with other agents. We review the other system’s available API and your requirements to agree the integration scope.
Personalize the environment and your processes around your company’s needs. With Nala AI, you can also personalize audits, workflows, and reporting. Many adjustments are part of your plan; the exact scope varies by client and is reviewed with your account manager during regular feedback and alignment sessions.
Our team works alongside you before kickoff, during implementation and kickoff, and throughout the ongoing partnership. Intentional meetings and regular feedback help us review priorities, align the experience, and support your team as your needs evolve. The proposal defines the services included for your organization.
Yes. Purchase modules independently and activate the functionalities you need within each module. Nala AI comes with the package, and you choose whether to activate it. The initial package includes a limited number of seats for HR. Agent access can also be extended to other stakeholders; we agree the scope for your organization.
Nala’s software is available in English, Spanish, and Portuguese. Additional software languages can be added for an additional implementation fee.
We take confidentiality seriously and put nondisclosure agreements (NDAs) in place before we begin working with a client.
We aim to make implementation quick and straightforward. The timeline depends on your requirements and the complexity of any integrations.
09 / LET’S EXPLORE YOUR PROCESS
See how Nala helps reduce the work around talent cycles, match potential successors with critical roles, and keep development and succession progress moving throughout the year.
Schedule a Demo ↗