PRINCIPAL
SSUNDAR is Shyam Sundar MV.
RECOGNITION
Brandon Hall Group Excellence Award
PEDIGREE
Amazon. Accenture. Cognizant.
SCALE
7,000+ employee capability systems
ROLE
Systems architect, not a consultant
PERFORMANCE SYSTEMS ARCHITECTURE
Beautiful. Well-documented. Visited occasionally. And completely disconnected from how work actually happens.
WHAT WE BUILD
Others offer programs. We build systems. The difference: programs end. Systems compound.
Three systems. That's it. Each one engineered to make capability structural, measurable, and permanent.
Leadership systems built on decision architecture, not competency checklists. Every intervention maps to a measurable judgment output.
Multi-skilled talent pools replace siloed expertise. Systems designed for role fluidity, not static job descriptions.
Learning systems re-engineered to drive business outcomes. Direct linkage from capability investment to P&L impact.
EVIDENCE
GLOBAL TECHNOLOGY
12,000-person engineering org. 23% annual attrition in mid-level technical leadership. Exit interviews: "lack of growth architecture."
Leadership attrition
23%9.1%18 months
Internal mobility
8%34%12 months
Time-to-competency
14 mo6 moRole transitions
FINANCIAL SERVICES
Post-merger integration. 4 legacy cultures. Existing playbook adoption at 4%. Four separate competency models with zero cross-functional alignment.
Framework adoption
4%89%9 months
Decision consistency
31%78%Cross-unit quarterly
Integration timeline
36 mo19 movs. estimate
GLOBAL CONSULTING — BIG FOUR
$180M annual learning function. Zero measurable linkage to engagement profitability. Board mandate: prove ROI or restructure.
Learning ROI
Unmeasured4.2×First fiscal year
Budget efficiency
$180M$112MSame output quality
Cross-practice
11%41%12 months
CONTACT CENTER — FORTUNE 300
8,500-seat operation across 6 sites. Quality scores plateaued for 3 consecutive years despite increasing L&D spend. Leadership layer managing by escalation, not judgment.
Quality scores
72%91%9 months
Escalation rate
34%12%6 months
First-call resolution
58%81%12 months
GLOBAL CAPABILITY CENTER
Newly established GCC scaling from 200 to 2,000 in 18 months. Zero capability architecture. Leadership hired from 11 different companies with no shared operating model.
Time-to-productivity
16 wk7 wkNew hires
Leader readiness
23%84%12 months
Delivery consistency
61%93%Cross-team SLA
HOW IT WORKS
4–6 WEEKS
System audit of existing capability infrastructure. Gap analysis between current architecture and performance requirements. Quantified friction points. Measurable gaps.
6–8 WEEKS
Capability architecture blueprinted to business outcomes. Every system component maps to a measurable performance output. Not a strategy deck — a technical blueprint.
12–16 WEEKS
Phased implementation with built-in measurement. Real-time adjustment based on performance data. Continuous optimization. The data tells you if it's working.
PRINCIPAL
RECOGNITION
Brandon Hall Group Excellence Award
PEDIGREE
Amazon. Accenture. Cognizant.
SCALE
7,000+ employee capability systems
ROLE
Systems architect, not a consultant
If you're uncertain which one you have, you have a museum.