People are not expensive. Not knowing is.
People assume that hiring is inherently costly. It isn't — when done consciously.
The talent pool is wide right now. The real cost of replacing an employee is about 10× their salary. And it stays invisible — team stress and the distraction from core work also show up in the books.
Two common misconceptions
Myth
"Hiring new people is just expensive."
It isn't — when done consciously. The real cost of a replacement is ~10× the salary, including team stress and the distraction from core work. These are real, monetary numbers that simply never make it into the reports.
Myth
"It can't be done better."
I strongly disagree. It can't be done better only when you stick to old-school methods. But we can be smarter — in the AI era it is possible to see faster and more precisely why a team isn't delivering the expected result.
The problem is usually pinned on the person. But the cause is often elsewhere.
The real cause is usually in the system, not the person:
- Clarity of roles
- Responsibility
- Team dynamics
- Work organisation
- How it is communicated
- AI has created confusion — fear of losing the job and the abundance of tools
We help you see through and see ahead.
An innovative concept and tool, 2.5 years in the making — Sparkly.hr helps leaders clearly see where the nature of the work, the team's role distribution and the person don't click, which tasks AI can take over now or in the future, and what to change next as a leader. We also help you design the work of the future.
Gut feeling is good, but not always enough. Data tells its own story.
We are especially useful if you have on your plate today:
A talented person who isn't producing results.
Friction in the team, but the cause isn't clear.
A hiring decision you don't want to make on gut feel alone.
Hundreds of candidates and an overwhelming time cost to choose.
Unexpected departures, even though everything seemed OK.
AI or growth/decline is reshaping roles — they need rethinking.
"No person — no problem."
That attitude should stay in the distant Soviet past.
In today's AI era we can be smarter and go into the details where the devil is hiding. We've made this extremely simple, fast and affordable — also for mere mortals.
Fast, precise, with little effort.
50 closed questions
After 50 questions per employee, the necessary information is there — with the same or higher precision than 2 hours of manual work.
5 minutes for the candidate
The average response time for candidates is 5 minutes. Easy to complete, easy to analyse.
11 theories + AI
11 integrated theories and AI narrow the 'grey area' for the interview to a minimum.
What you get as a result
You won't escape the conversation, but now you know exactly what to ask — and how the TOP 3 differ from each other and would work with your current team.
- Lists with job-fit % per task
- Substantive metrics that can be compared and tracked
- An HR chat where you can ask about people's work and how they fit together
- We help you get started — out of many options we pick the paths that suit you
Price is always an important topic.
We'll talk about it once we've cracked open your real case together at the DEMO. That way it's clear what exactly you're paying for — and whether it's needed at all.
It is unethical to hide potential.
All mentors and experts warn us not to sell this cheaply. To me it feels unethical to knowingly hide someone's potential and force people to do work that doesn't actually suit them.
That's how we ourselves, out of not-knowing, turn A-tier stars into C-tier players. I haven't been better before — I simply didn't have access to tools like this. Recruiters only looked at the CV. My best employees were found in entirely different ways.
You don't have to start everything at once.
Pick the first step that fits you — the rest grows naturally from there.
01
Bring 1 real problem
Offer your real people-related problem. We'll look at it together in a DEMO and see if we can quickly find the cause and a solution.
02
Start with your own profile
I don't expect to detect new problems for you. But I will show you in numbers why things are the way they are — and how to solve them.
03
HR audit or workshop
A partial or full-team HR audit to take the organisation as a whole to a new level.
What else to consider before summer?
- →
Send 1 problem that needs a quick solution — we'll work through the case as a DEMO.
Learn more → - →
Make your team days more interesting with a practical workshop on people's differences.
Learn more → - →
Start right away with a partial or full-team HR audit.
Learn more → - →
Move on to the full Sparkly.hr solution.
Learn more →
If even one "aha" moment came up — act now.
We still have room before midsummer to actually get something done.
Book a meeting