Building your talent architecture

I partner with forward-thinking organizations to design science-based talent strategies, improve talent decisions, and build people capability that drives long-term impact.

Contact

Services

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SEB

Scania

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Tele2

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Great talent management is built, not bought.

Like great architecture, it requires solid foundations, thoughtful design and a deep understanding of context.

I combine science and organisational insight to build talent systems that help organisations identify, develop and keep the people they need to thrive.

About me

PROFILE

I'm an I/O psychologist, researcher and author who has spent more than 15 years helping organisations make better decisions about people.

I combine behavioural science with hands-on experience from talent tech to turn research into talent practices that actually work. My focus is simple: helping organisations get better at identifying, developing and keeping the people they need to thrive.
LATEST BOOK

"In a time when knowledge quickly becomes available to all and technology forcefully reshapes ways of working, the things that make us human become more important than ever. Being able to communicate, adjust to change, and take initiative have turned into some of the most attractive skills in working life – and a vital competitive advantage for both individuals and organisations."
Soft Skills – Arbetslivets hårdvaluta (translated from Swedish)
Natur & Kultur, 2026
RESEARCH

"Organizations that identify talents will host a group of employees that regard themselves as part of management, often without formally being included in this function. […] Since most organisations are unaware of this shift in self-image and motivation, many are likely unprepared to supply new more managerial tasks and responsibilities. In the long run, this could cause talents to tire of their work and could potentially increase turnover."
Putting on the Talent Hat: An Identification Perspective on Employee Differentiation
Doctoral dissertation, Stockholm School of Economics, 2018

PROFILE

I'm an I/O psychologist, researcher and author who has spent more than 15 years helping organisations make better decisions about people.

My focus is simple: helping organisations get better at identifying, developing and keeping the people they need to thrive.
LATEST BOOK

"In a time when knowledge quickly becomes available to all and technology forcefully reshapes ways of working […] Being able to communicate, adjust to change, and take initiative have turned into some of the most attractive skills in working life."
Natur & Kultur, 2026
RESEARCH

"Organizations that identify talents will host a group of employees that regard themselves as part of management […] In the long run, this could cause talents to tire of their work and could potentially increase turnover."
Doctoral dissertation, SSE, 2018

ABOUT KAJSA →

Services

COMPETENCE

The Competence Blueprint

What does great look like here?

Build best-in-class competency frameworks

Ensure gold standard assessment

Competence as your foundation

Organisational enablement

PERFORMANCE

The Performance Transformation

How do we know whether great performance is happening – and how do we create more of it?

Accurate and fair performance assessment

Game-changing performance talks

Systematic operating model

Solid manager capability

TALENT

The Talent Architecture

How do we build the system that can repeatedly identify, develop, and retain exceptional talent?

Define your talent philosophy

Research-grade assessment of potential

High-impact talent development

Integrated across talent systems

EXPLORE SERVICES →

Insights

Research, essays and perspectives on talent, performance and organisational capability.

FEATURED INSIGHT

Is your competence framework ready for Pay Transparency?

Trust is built in the small, repeated signals of judgement, consistency, and attention to others.

READ THE PAPER →

RESEARCH BRIEF

Is your competence framework ready for Pay Transparency?

8 MIN READ

→

ESSAY

Why Talent Architecture replaces fragmented HR practices.

6 MIN READ

→

PERSPECTIVE

AI has fundamentally changed how organisations identify talent.

5 MIN READ

→

VIEW ALL INSIGHTS →

Building your talent architecture

Great talent management is built, not bought.

Like great architecture, it requires solid foundations, thoughtful design and a deep understanding of context.

I combine science and organisational insight to build talent systems that help organisations identify, develop and keep the people they need to thrive.

About me

PROFILE

I'm an I/O psychologist, researcher and author who has spent more than 15 years helping organisations make better decisions about people.

My focus is simple: helping organisations get better at identifying, developing and keeping the people they need to thrive.

LATEST BOOK

"In a time when knowledge quickly becomes available to all and technology forcefully reshapes ways of working […] Being able to communicate, adjust to change, and take initiative have turned into some of the most attractive skills in working life."

RESEARCH

"Organizations that identify talents will host a group of employees that regard themselves as part of management […] In the long run, this could cause talents to tire of their work and could potentially increase turnover."

Services

The Competence Blueprint

The Performance Transformation

The Talent Architecture

Let's talk about what you're building.

Let's talk about what you're building.

Let's talk about what you're building.

Building your talent architecture

Great talent management is built, not bought.

Like great architecture, it requires solid foundations, thoughtful design and a deep understanding of context.

I combine science and organisational insight to build talent systems that help organisations identify, develop and keep the people they need to thrive.

PROFILEI'm an I/O psychologist, researcher and author who has spent more than 15 years helping organisations make better decisions about people. My focus is simple: helping organisations get better at identifying, developing and keeping the people they need to thrive.

LATEST BOOK"In a time when knowledge quickly becomes available to all and technology forcefully reshapes ways of working […] Being able to communicate, adjust to change, and take initiative have turned into some of the most attractive skills in working life."

RESEARCH"Organizations that identify talents will host a group of employees that regard themselves as part of management […] In the long run, this could cause talents to tire of their work and could potentially increase turnover."

The Competence Blueprint

The Performance Transformation

The Talent Architecture

Let's talk about what you're building.

Let's talk about what you're building.

Let's talk about what you're building.

PROFILE

I'm an I/O psychologist, researcher and author who has spent more than 15 years helping organisations make better decisions about people.

My focus is simple: helping organisations get better at identifying, developing and keeping the people they need to thrive.

LATEST BOOK

"In a time when knowledge quickly becomes available to all and technology forcefully reshapes ways of working […] Being able to communicate, adjust to change, and take initiative have turned into some of the most attractive skills in working life."

RESEARCH

"Organizations that identify talents will host a group of employees that regard themselves as part of management […] In the long run, this could cause talents to tire of their work and could potentially increase turnover."