STELLIFY SKILLS ANALYSIS
Before you hire, understand what the function needs.
The Stellify Skills Analysis reads your customer team's own data and tells you where the strengths, gaps and risks actually sit, before a senior hire or a wider people decision is made.
THE PRESSURE
Customer functions are carrying more than ever. Expectations keep rising, new tools keep landing, and reputation sits on the line every day. Reacting faster is not always the answer. Sometimes the answer is a hire. Sometimes it is the role, the structure, the skills or the system around it. A good decision starts with evidence, and that is what this reads for you first.
How we work
From pressure to proof, in four steps.
01
We agree the team
A short conversation to confirm which team or function we are looking at, and what you want to understand.
02
Your team completes a short assessment
Each person answers a structured set of questions about their day to day skills, tools, training and how the work feels, using a private team link. It is anonymous at the individual level and takes roughly 5 minutes per person.
03
We analyse the responses
Every score, gap and pattern is worked out from your team's actual data, segmented by managers and agents where the sample allows. No generic benchmarks standing in for your numbers.
04
You get a report and a review session
A clear, written diagnostic with prioritised recommendations, plus a session with the team to talk it through and agree the next move.
WHAT WE LOOK AT
A thorough read of the working life of the team
Each theme comes from your team's own responses, not a generic template.
Day to day skills
Where the core capability is strong, and where it thins out.
Tools and systems confidence
How well the team uses what it has been given to work with.
Training coverage
Who has had what, and where the gaps are quietly building.
How people are measured
KPI clarity and fairness, from the team's point of view.
Wellbeing and working life
How the work actually feels to the people doing it.
Leadership and coaching
The support picture between managers and their teams.
The external view
On the deeper tiers, how you compare on pay, retention and reputation against the wider market.
THE COMMITMENT
A small ask, for a clear return
This fits around live service. No system access, no long onboarding, no disruption to the day job. The time it asks of your team is short relative to what comes back.
TIME FROM THE TEAM
About 5 minutes per person, from a link
TIME FROM YOU
A scoping call, then a review session, around 45 to 60 minutes each
TIMESCALE
Around one to two weeks from completion to report
DISRUPTION
No system access, no onboarding, no impact on live service
Figures shown are provisional and confirmed with you before anything goes live.
WHAT YOU GET
Clarity, and a decision you can stand behind
A clear, evidence-led picture of where the team is strong and where the risk sits, in plain language.
Manager and agent views side by side, so you can see where the two diverge, on the fuller tiers.
Three prioritised recommendations with timescales, so you leave knowing what to do first and why.
Where relevant, an external benchmark: how your pay, retention and reputation sit against the market.
You make the next people decision on evidence, not instinct. Progress that outlives the immediate work.
What our clients have to say
"The most useful part was seeing what my team needed, laid out plainly. It confirmed some things I suspected and surfaced a few I had not. As a leader, that is exactly the read you want before you make any decision about the team."
John Pearson
Head of Advice Services
Citizens Advice Gateshead
"Turns out pay was not driving our retention. Growth and culture were. Stellify proved it and handed me a baseline to protect as we scale."
Phil Heron
Operations Director
Optimum Medical
The same diagnostic reads a high-volume advice service and a scaling B2B operation. Different functions, one evidence-first approach.
CONTACT CENTRE
"The most useful part was seeing what my team needed, laid out plainly. It confirmed some things I suspected and surfaced a few I had not. As a leader, that is exactly the read you want before you make any decision about the team."
John Pearson
Head of Advice, Citizens Advice
B2B / SUPPLY CHAIN
"Turns out pay was not driving our retention. Growth and culture were. Stellify proved it and handed me a baseline to protect as we scale. Proof, not assumptions."
Phil Heron
Operations Director, Optimum
QUESTIONS
FAQs
What is the Stellify Skills Analysis?
A structured read of your customer team's own data that shows where the strengths, gaps and risks sit, before you make a senior hire or a wider people decision.
How long does it take, and how much time does it need from my team?
Around one to two weeks from completion to report. Each person spends roughly five minutes on a short assessment; you spend about 45 to 60 minutes across a scoping call and a review session.
Is it confidential, and will individuals be identified?
Answers are only ever seen as part of the team's overall picture. We report aggregates, split by managers and agents where the sample allows, and never expose one person's responses.
Do you need access to our systems?
No. The analysis runs from a private team link, with no system access, no onboarding and no disruption to live service.
Do I have to run a search to use it?
No. You can run the Skills Analysis on its own, ahead of any hire. Often it shows the answer is a change of structure, skills or process rather than a new person.
What do I get at the end?
A written diagnostic in plain language, with three prioritised recommendations and timescales, plus a review session to agree the next move. On the deeper tiers it includes an external benchmark on pay, retention and reputation.
Start with the pressure. Prove the path forward.
Book a short conversation with us to scope what you want to understand. From there, the evidence does the work.