• Progressive Organizations:

    Those that proactively architecture themselves

    The era of rigidly structured command-driven teams and companies is ending, the competition is won by 'progressive' companies that build open, customer focused, trust-based, and purpose-driven organizations enabling the full potential of their talent and creating truly best places to work for.


    • Are OK with outdated mission statement full of pretentious banalities (corporate bull$#it)
    • Focus solely on increasing shareholder value
    • Follow competition or random evolution when it comes to org design
    • Do not foster talent and healthy culture
    • Lack of open and candid environment
    • Play formal catch up game with regards to equality and DNI topics
    • Conserve their org in what got them this far


    • Get ahead of the competition by actively designing their organizations around common purpose and values (because having purpose and meaning gives people the energy, passion, and motivation to get out of bed in the morning)
    • Invest in relevant and tailored talent systems and models based on the latest science
    • Create growth and learning environment attracting and retaining the best talent
    • Cement equality and DNI principles in the very core of organization's DNA

    Redrafted.org is a cloud platform

    built to guide your future organization design

  • The Platform

    AI powered and automated tools to help you design, evolve and grow your organization of tomorrow

    Job Architecture

    Job Families, Roles, Levels and Titles

    You will start with the foundations of job architecture for your organization by defining Job Families, Roles, Levels, and Titles. Our wizard will guide and advise you on the best approach that suits your organization.

    Competency Model

    Competencies, Proficiency levels

    With basic Job Architecture defined, the platform will help you create and visualize the custom-tailored competency model and will guide you through the process of leveling each competency to create proficiency levels that your organization recognizes and values. When done - your Competency Model will create a transparent and constructive basis for career and growth conversations across your organization.

    Talent Tools

    Job Descriptions, Roles, Interview Kits, Performance Management and more

    With both Job Architecture and Competency Model addressed, you will be able to generate, tune, and manage Job Descriptions, create consistent Interview Kits, featuring BARS (behavior anchored rating scales ) question banks, targeting specific Competencies. You will also gain access to Talent Evaluation tool that can help identify new learning objectives and connect to the best learning experience available in the market.

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