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The science of
growing together

TalentLogiQs helps you make people decisions with a lasting impact. Take your talent processes to new heights with our evidence-based insights on motivation, potential and risk.

Traditional careers are a thing of the past


Beyond predictability

Today's career starters will have had 11 jobs by the time they turn 48. More than 70% of them won't even be working in their original field anymore. Forecasting Talent will require a real understanding of what drives each individual on their career growth path.

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Engagement used to be manageable

Over 60% of employees will not leave if they're growing and learning, yet only 21% feel like their management motivates them to perform. Retention & engagement are now all about keeping talent individually challenged and in flow.

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Promoting self-management is a must

Over 80% of organizations see careers and learning as a key talent challenge, yet less than 50% feel ready to act on it. More than 40% of contingent workers and Millennials today expect to be able to self-manage their career.


What we do

We add evidence-based forecasting to your talent life cycle management, to align your strategic business goals with your employees’ personal ambitions.

Enhance career ownership and increase your talent retention, through productive career dialogue.

Our tools and academy deliver the career intelligence you need to anticipate talent risks, realize potential and create motivational flow for your people and your organization.

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How TalentLogiQs can help your organization

Caught off guard by some of your top talent's career decisions? Keen to enhance your employees' career ownership? Want to achieve better career dialogue between your managers and their team members?

TalentLogiQs helps you to manage people risks, grow career self-management, and support managers in building a talent culture that inspires growth, agility and well-being.

How TalentLogiQs supports HR service providers

Want to stand out from the competition? Win your clients over with evidence-based and innovative approaches. TalentLogiQs offers tools and solutions that seamlessly integrate with your services, to create a measurable impact for your clients.

How TalentLogiQs makes the difference for you

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Real impact, with evidence-based guidance

Our tools are backed up by the latest scientific research. Our tools guarantee high predictive validity, so you can make people decisions with a real impact.

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Talent management 4.0: an individualized perspective

Employees have become the captains of their own careers. Taking their perspectives into account in your talent management approach will earn your organization long-term relationships with its employees.

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Future-oriented to focus on development

Workforce agility is key to adaptability. And employee development is central to this. Our tools offer far more than a diagnosis: they show you how to make development happen.

Contact us for more information

Our team is looking forward to hearing all about your challenges and answering any questions you might have about our solutions.


Our happy clients

These clients have chosen TalentLogiQs. With our unique combination of in-depth HR expertise and innovative tools, we guarantee client satisfaction every time around. Our clients range from corporations to small businesses, and from privately owned businesses to public organizations.
Are you next?

Contact us

Looking for an expert?

Our network features a number of skilled experts who can help you to implement our tools.


Customer talks

We serve a wide range of clients, from corporations to small businesses. Find out what our clients have to say about their experience using our tools.

hilde willems
Hilde Willems
Janssen Pharmaceutica

Based on scientific insights about contemporary careers, TalentLogiQs facilitated a series of workshops that enabled our employees, managers and HR collaborators to engage in dialogue about contemporary careers, connecting people, and raising awareness.

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Luc Vermeulen
Luc Vermeulen

Our coaches have found that the Career Fitness Profiler allows them to have more in-depth sessions with trainees and make coachees more aware of the contemporary career context than they used to, before applying the Career Fitness Profiler.

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frank manesse
Frank Manesse

I successfully use the Career Fitness Profiler for assessments. "Conventional" assessment centers just consider the level of competence required for the role at stake. But with the Career Fitness Profiler, assessment centers are able to provide in-depth insight into participants' career outlooks, which affords fundamental added value for professional development plans.

morgane meulemans
Morgane Meulemans

Bpost is in full transition. At bpost Career Center our ultimate goal is to optimally enhance bpost employees' employability. To us, the tools provided by TalentLogiQs are vital to achieving this.

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Our Latest Articles

For insights, commentary and conversation on a broad range of
topics in the field of careers and talent development. Please discover
our articles now.

Discover our articles
Case study
Adding the science to Talent Review
Cegeka is a European family-owned IT company. Our IT experts provide end-to-end IT solutions, services & consultancy. We work in close cooperation with our customers. We help organizations create frictionless and highly personalized experiences for their customers, consumers and citizens.
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September 21, 2020
How analytics benefit the Talent Review Process
In this blog, I will focus on the talent review process and how analytics can be of help.
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September 08, 2020
Case study
Helping young professionals to develop Career Fitness
ORMIT is a specialist in traineeships for young professionals, at the start of their careers. We attract these talents via different recruitment and selection activities. We develop them via coaching, training, and challenging projects at our clients.
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August 05, 2020
Innovative-ecosystems: The Modern Career & Evidence-based Tools
In this interview with Dr. Wouter Van Bockhaven, he sheds some light on the impact of innovative ecosystems and disruptive innovations on HR.
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June 11, 2020
How to improve the quality of career conversations
In this blog, I want to emphasis on the importance of a good career conversation.
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March 25, 2020
Case study
How to facilitate reintegration after burn-out
As a coach and assessor, I have been working with the Career Fitness Profiler for a number of years. This instrument offers me a nuanced and substantiated insight into the career perspective of the individual employee and has reshaped my coaching approach, helping me to cater to the interests of both the employee and the organization.
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March 17, 2020
Motivation beyond Comp & Ben
In this third blog, I want to focus on motivation, engagement, and retention. To understand how to deal with these issues, the self-determination theory by Ryan & Deci (1985) is an interesting starting point.
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June 05, 2019
How to get past tarot cards in taking people decisions
Connecting science to technology allows for better people decisions. In this blog, I want to focus on the principles to apply in developing a powerful and integrated talent management approach.
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June 05, 2019
How to take control of human risks
The financial sector is in full digital transformation. There is not only the question of how to attract digital natives and keeping them motivated but also the reskilling….
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June 05, 2019
How to deal with differentiation in talent management
In this blog, I want to share some recent scientific insights and best practices concerning talent management. The main insight is that Talent Management is about differentiation, always was, always will be.
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June 05, 2019
Happy, Healthy and Productive Careers
The financial sector is in full digital transformation. There is not only the question of how to attract digital natives and keeping them motivated. Also the reskilling of the existing population becomes an ever returning concern.
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June 04, 2019
How to add the 5th C for Careers to the onboarding model
As an organization, you have about 90 days to make sure new recruits fit in, regardless of whether they are young potentials or more experienced workers (Kammeyer-Mueller, 2012). Successful onboarding is broadly considered as ‘the pro-active covering of compliance, clarification, culture and connection’; also known as the 4C model (Bauer, 2010).
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May 08, 2019