Invoice matching
- Signs in to the portal every morning at 09:00
- Compares pending invoices with purchase order and delivery note records
- Approves the matches, asks you about the rest
- Emails an Excel summary
Find your weakest area. Get the work done today.
HR Radar measures your company and shows what comes first. A virtual employee drafts the first version; you approve it.
Employee Engagement38%Developing
Internal Communications Writer
Drafting the engagement survey announcement
Draft ready for your approval
Start the Analysis
A product of Beyond Yönetim Danışmanlık A.Ş. and OHD İnsan Kaynakları Danışmanlık.
Your people and your technology. On one radar.
Your company is growing. Is your infrastructure keeping up?
One radar, 2 assessment modules
HR Radar is an umbrella platform: it measures your company's people infrastructure and its digital infrastructure in the same language of maturity. The modules run independently, and their results meet in the same reporting structure.
Hire them like staff. They work like staff.
Today it works on written tasks. Virtual employees that work in your systems are coming soon; currently in pilot.
Working today
The virtual employee prepares the first draft of written work, you approve it. Nothing is used without your approval.
- Job posting
- Job description
- Training needs analysis
- Policy draft
- Internal announcement
- Interview question set
Coming soon · in pilot
Virtual employees that work in your systems
You give a virtual employee a job description, a computer, its accounts and passwords. It signs in to your systems like any employee — through the browser, your accounting software, Excel and email — does the work, emails you when it gets stuck and reports at the end of the day. Not generally available yet; we are building it with pilot companies.
End-to-end hiring
- Drafts the posting and publishes it with your approval
- Groups and scores applications
- Sends the hiring manager a ranked shortlist
- You make the decision
Interview scheduling
- Asks the manager for available slots
- Offers candidates Teams or in-person
- Sends calendar invitations
- Reminds everyone the day before
Early access
Early access waitlist
We contact companies interested in the pilot programme one by one.
Who is it for?
SMEs
50–500 employees, strengthening their corporate infrastructure as they grow.
Family businesses
Securing institutionalization and generational handover.
Exporters
Strengthening audit and compliance readiness.
Fast-growing companies
Keeping people and technology infrastructure in step with scale.
Industrial zones & chambers
Collective maturity benchmarking for their members.
SME banking
Offering clients a value-added diagnostic tool.
The invisible cost
Everything you don't measure is a cost growing in silence.
52%
preventable departures
of voluntarily exiting employees say their manager or organization could have prevented them from leaving (Gallup, US)
0.5–2×
cost of employee turnover
cost of replacing an employee, relative to annual salary (Gallup, US)
72%
undefined processes
In a sample analysis, 72% of HR processes were not in place at all
Where do you stand today?
“The old way of running things isn't working anymore.
“Finding the right people keeps getting harder.
“Our data is scattered; we still stitch the report together by hand.
“Everything runs on individuals — when one leaves, things stall.
“We want to improve, but we don't know where to start.
If any of these sounds familiar, HR Radar was built for exactly this.
What is HR Radar?
This isn't a survey. It's a corporate diagnostic tool.
Not this
- A generic satisfaction survey
- A single score and nothing more
- A PDF that gathers dust
- Opinions based on gut feeling
But this
- Corporate maturity measured area by area, in every module
- A map of priorities and risks
- A board-ready action plan
- Data-driven and comparable over time
Module 1/2
HR Maturity Analysis
Measures your people infrastructure end to end: how closely HR is aligned with strategy, how well-defined your recruitment and performance processes are, your pay structure, talent pipeline, personnel operations and employment-law compliance. The questions look at PROCESSES, not people — they surface what breaks when someone leaves and which work only lives in one person's head.
What it measures — 10 areas, 100 questions
- HR Strategy & Business Partnering
- Organization & Job Design
- Talent Acquisition & Employer Brand
- Learning & Development
- Performance Management
- Compensation & Benefits
- Talent & Career Management
- Employee Engagement & Internal Communication
- HR Operations & Employee Relations
- Risk, Compliance & Employment Law
What you get
Maturity scores per area, a priority and risk map, a SWOT and a 0–3–6–12 month HR roadmap.
Module 2/2
Digital Maturity Analysis
Measures where your digital infrastructure actually stands: whether digital investment follows a strategy or the needs of the day, which processes still run manually, whether data is used in decisions, whether your systems talk to each other, how prepared you are for cyber risk, and how far your team has taken ownership of digital tools.
What it measures — 7 areas, 50 questions
- Digital Strategy & Governance
- Process Digitalization & Automation
- Data & Analytics
- Technology Infrastructure & Systems
- Cyber Security & Compliance
- Digital Skills & Culture
- Customer & Channel Digitalization
What you get
Digital maturity scores per area, a priority and risk map, a SWOT and a 0–3–6–12 month digitalization roadmap.
One package, 2 modules — 4 analyses in each
The annual package covers every module on the platform; there is no per-module surcharge. For 12 months you can run 4 analyses in each module. Credits are counted separately per module and are never transferred between them — using one never reduces your allowance for the other.
Start the AnalysisHow it works
1
Set up your account
Register your company or sign in via your invitation, then activate your package.
2
Pick a module and complete it
You decide which module to start with. The HR analysis has 100 questions; pause any time and pick up where you left off.
3Mature
See your score instantly
Maturity score per area and an overall radar, the moment you finish.
72%
Overall maturity
4
Get your full report
An expert-reviewed report, ready to present to the board.
Impact × effort · priority matrix
5
Discuss your roadmap (optional)
Plan your priorities together with our expert consultants.
A sample report
Not just a score — a management playbook.
Sample reportHR Maturity Analysis
43 full25 mostly18 partial10 initial4 none
- 1Overall maturity score and level
- 2Interactive 3D radar chart by area
- 3Answer distribution and per-area detail
- 4Strong / developing / at-risk prioritization
- 5SWOT and an impact–effort priority matrix
- 6A 0–3–6–12 month roadmap
- 7A separate report and roadmap for each module
What you actually get
When the analysis is done, this is the shape of the document you receive: overall score, radar by area, commentary on every area and a prioritised action plan.
Maturity Report
Executive Summary
HR Radar
72%
Overall maturity
Area scores
Bağlılık
38%Priority
Engagement is not measured on a regular cycle; exit reasons aren't recorded, so the source of the rising turnover stays invisible.
Priority matrix
Every action is placed by impact and effort. The top-left quadrant — high impact, low effort — is the work of the first 90 days.
Frequently asked questions
Your competitors are measuring. Are you?
See your corporate maturity with data, not gut feeling. Start your analysis today.
Start the Analysis