NeurOs is an enterprise diagnostic software that quantifies hidden operational revenue leakages across workforce and operating models — delivering a pure data-driven, 180-day blueprint to recover capital and optimise performance.
Model the systemic cost of neuro-exclusive workflows against the documented uplift of neuro-inclusive teams. Only the neuro-attributable, preventable share of each cost line is counted. At your headcount, the recommended Enterprise Audit band (indicatively CHF 180,000 one-off) is typically recovered inside the first twelve months.
0.0% of your CHF 142,500,000 annual payroll
When everyone sees relevance, nobody feels ownership. NeurOs is scoped deliberately around a single accountable sponsor, with one internal champion who runs the diagnostic and the 180-day plan.
The leak is charged against their P&L and their operating model. They sign, they hold the recovery target, and they see payback measured against year-one recoverable value.
Supplies the operational signals, owns roadmap execution with named action owners, and reports progress back to the sponsor on a quarterly cadence.
NeuroMynds converts fragmented people and operating costs — preventable attrition, decision latency, rework, sickness absence and untapped throughput — into a single, defensible annual figure, then returns a board-ready blueprint with 20+ concrete actions your executive team can execute inside 180 days.
How we see costs other instruments miss: we diagnose how well your systems fit the full range of ways people think and work — cognitive diversity is the lens, commercial recovery is the outcome. Every figure is derived from your own payroll, attrition and revenue data, using coefficients drawn from published organisational-psychology and neuroscience research — never a flat industry average.
Built for life sciences & pharma, financial services, professional services and technology — sectors where senior-workforce continuity, talent strategy and operating-model design carry the highest commercial consequence.
No jargon, no theory, no prior knowledge needed. This is about how your organisation is designed to work — and what it costs you when that design only fits some of your people.
In any workforce, some people focus best in quiet, some think fastest out loud, some spot patterns nobody else sees, and some need instructions written down rather than spoken. That is ordinary human variation — not a special case.
Job adverts, interviews, onboarding, meetings, performance reviews and tools are usually designed around one default way of working. Everyone who works differently from that default quietly loses time, energy and output.
It shows up in your existing numbers: people leaving early, sickness absence, disengagement, slower ramp-up, roles left open, projects that stall. You are already paying for it — it is simply not itemised anywhere.
We use your own payroll, attrition and headcount data to estimate what that mismatch costs you each year, then hand you a practical plan of fixes — better hiring processes, clearer communication, flexible work design, fairer progression.
An autistic specialist at SAP uncovered systemic data and billing errors that saved the company over forty million dollars — precisely the kind of insight neurotypical audits routinely miss.
Professionals in JPMorgan's neurodivergent tracks completed work 90% to 140% faster than neurotypical peers — with measurably higher accuracy and lower error rates.
EY's neurodivergent employees drive automation, redesign broken processes, and surface critical systemic optimisation opportunities across the firm.
The NeuroMynds engine ingests 55+ anonymised operational signals across eight weighted pillars, runs them through a proprietary scoring model, and returns a quantified financial-leak estimate plus a granular transformation roadmap.
For stakeholders who want to see exactly how the numbers are produced, the architecture page walks through each layer of the system. Weightings, coefficients and the roadmap action-library remain proprietary to protect the intellectual property of the engagement.
Read the architecture overviewA private, closed-door session for your CEO, CHRO, CFO and executive team — personally facilitated by Lisa Garrelts. Two hours for mid-market organisations, four hours for corporates, walking the data line by line to confirm the roadmap as written can actually be executed. Not a training deck. Not a diversity primer. A commercial conversation about the ROI your organisation is presently leaving on the table.
"Lisa's deep understanding of people & culture dynamics was pivotal in implementing structure and improving processes. Together, we successfully hired 21 employees in a very short amount of time, eliminating unwanted attrition and enhancing team stability across our Zurich and Singapore locations."
Complex backend, radically simple frontend.
NeurOs was built by Lisa Garrelts, founder of NeuroMynds GmbH, and reviewed by CHROs, CTOs and C-suite leaders across DACH, EU and UK employers. Full background, experience and testimonials are on her profile.
The first eight organisations to complete the NeurOs Audit & Blueprint pay a single flat fee of CHF 25,000 — regardless of headcount, band or complexity. In exchange, your anonymised benchmark data helps calibrate the model for the market. Once the eight seats are allocated, pricing reverts to the published FTE bands below (CHF 18,000 – 500,000+).
Applications are reviewed in order of receipt. Seats are confirmed only once a mutual NDA and sponsor sign-off are in place.
This is not software you rent by the seat. It is a standalone Organisational Financial Leak & Transformation Audit — bought once, delivered in five weeks. Each band is a flat platform fee plus a per-FTE diagnostic fee, collared by a published floor and ceiling so Procurement sees a bounded range before signature. Tier-one firms charge upwards of CHF 150,000 for a six-week diagnostic and rarely quantify systemic retention leaks in francs.
Above 2,000 FTE the per-FTE rate tapers with scale — full rate on the first 20,000 FTE, half beyond that and a quarter above 100,000 — so global groups of any size are priced on the same formula.
Founder-led and scaling organisations
1 – 100 FTE
Established mid-market organisations
101 – 500 FTE
Corporates, groups and regulated employers
501 – 2,000 FTE
Global employers, groups and public-sector bodies
2,001 FTE and above
