Engineered for board-level defensibility.
The NeuroMynds engine is not a survey. It is a six-layer diagnostic system that ingests anonymised operational signals from your HRIS, normalises them against sector-appropriate coefficients, and returns a quantified revenue-leak estimate alongside a granular transformation roadmap.
This page describes the architecture in enough depth for a technical or procurement audience to trust the model. Specific weightings, coefficients, benchmark distributions and the full roadmap action-library are proprietary intellectual property of the engagement and are shared only under NDA with contracted clients.
Two decades of practice, distilled into a diagnostic.
NeurOs is not a template built by generalists. It is the codified output of almost twenty years of senior People & Culture practice — designed by Lisa Garrelts across financial services, professional services, technology and regulated industries — and stress-tested with international HR executives, chief people officers and top-tier management before it ever reached a client environment.
In plain terms: we estimate how many people in your organisation are working in conditions that quietly cost them capacity, we price the three ways that shows up in your accounts — people leaving, output lost, and time lost to sickness and disengagement — and then we deliberately cap the answer so it stays on the conservative side of what the evidence supports.
We size the share of your workforce whose working conditions are structurally mismatched to how they process information, then narrow that to the group operating without adequate adjustments.
Evidence: Deloitte Insights and CIPD / Birkbeck neurodiversity-at-work reviews, including disclosure and adjustment take-up rates.
We isolate the portion of your leavers whose exit is attributable to environment and management practice rather than pay or career stage, and price replacement at professional-role benchmarks.
Evidence: SHRM and Work Institute replacement-cost benchmarks; exit-reason studies on person–environment fit.
We value the documented performance differential of properly supported employees, then discount it to the share an organisation can realistically capture inside a single cycle.
Evidence: Austin & Pisano, HBR 'Neurodiversity as a Competitive Advantage'; JPMorgan Autism at Work published outcomes.
We price the excess sickness and disengaged-at-desk time generated by sustained camouflaging and the burnout that follows it.
Evidence: Allostatic-load research on camouflaging; Deloitte UK mental-health-at-work presenteeism cost modelling.
Every result is bound by a ceiling expressed as a share of payroll, so the model cannot extrapolate linearly at large headcounts. Figures are deliberately conservative and defensible in front of a CFO.
Evidence: Internal calibration standard. The exact collar and coefficient set are proprietary and disclosed under NDA during the engagement.
- A payroll collar. Whatever the three lines sum to, the total is capped as a share of your annual payroll, so the model cannot extrapolate linearly into implausible figures at very large headcounts.
- A conservative year-one recovery rate. Payback and ROI are measured against the share of the leak realistically closed within twelve months — not against the gross leak.
Every coefficient is anchored in published research and internal calibration across two decades of people & culture practice. The full coefficient set, the pillar weighting matrix and the roadmap library are held on NeuroMynds infrastructure and disclosed to your Finance function under NDA during the engagement, so the audited result can be verified line by line without the instrument itself becoming public.
The NeurOs diagnostic instrument, its scoring architecture, its calibration coefficients and the transformation roadmap library are the confidential intellectual property of NeuroMynds GmbH. Reproduction, benchmarking or derivative modelling is prohibited without written permission.
The public calculator runs on population coefficients. In the full diagnostic each one is replaced by your own measured signals across the eight pillars, which is why the audited figure typically differs from the teaser — and why Finance can audit it line by line.
Why the engine is designed this way
No employee names, birthdates, contact details or role identifiers are ever captured. The audit works exclusively on aggregated numeric operational data — because a system that never holds PII can never leak PII.
Boards do not act on thirty raw metrics. A single 0–100 index sits above the pillar breakdown so a CEO can grasp posture in fifteen seconds, then drill down where the leak actually is.
Every diagnostic finding is monetised. If a pillar improvement cannot be tied to a revenue, productivity or risk-cost recovery, it does not appear in the executive report.
The roadmap ships with owners, effort estimates and impact tiers. Your People & Culture team can walk into a Monday standup and start executing without a follow-on scoping engagement.
Financial services, healthcare, life sciences and manufacturing carry different risk profiles. The engine adjusts weightings so the leak model reflects your regulatory and operational context.
Application and data are hosted on METANET Swiss infrastructure. Encrypted at rest and in transit. Individual company data is isolated per authenticated tenant.
From HRIS aggregate to board-ready blueprint
Authorised executive signs mutual NDA and GDPR click-wrap
Numeric aggregates entered across eight pillars — resumable at any time
Normalisation and weighted scoring computed
Financial-leak model quantifies annual exposure in your reporting currency
Roadmap synthesiser assembles owner-tagged 180-day plan
Proprietary scoring model — protected by design.
Exact weightings, coefficient tables and the full roadmap action-library are the intellectual property of the engagement. They are disclosed only to contracted clients under NDA — deliberately, so the methodology cannot be lifted and re-published without the diagnostic and workshop layers that give it commercial value.