Built for Development, Not Just Administration
We're lightweight, nimble, and built with development at the heart.
🎯 Our Philosophy​
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Most HR platforms start with performance management and compliance. We start with development. Everything connects back to helping people grow—from 360 feedback to succession planning to performance objectives. Yes, we have a Performance Management module, but it's built to develop people, not just evaluate them. We integrate seamlessly into specialist HRIS platforms for employee data and core HR administration. We do one thing exceptionally well: support people development at scale.
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Deploy in Weeks​
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Each module deploys in one week. The entire platform can be deployed in weeks, not months or years. Guided onboarding support available if desired. Start small, add modules as you need them.
Right-Sized​
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As much as you need and not more. No bloated enterprise features you'll never use. Clean interfaces that people actually want to use.
One Module at a Time​
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Start with what matters most. Add modules when you're ready. No forced bundles or unnecessary complexity. Grow the platform with your needs.
One Platform, Multiple Roles​
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Employees, managers, HR admins, analytics users, programme directors, all in one system. Different tabs for different roles. No separate logins or tools.
Integrates Into HRIS​
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Seamless integration into specialist HRIS platforms. We complement your existing HR systems for employee data and administration. We focus on development, not core HR.
Robust & Secure​
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Enterprise-grade security without enterprise complexity. Data encryption, role-based access, audit trails. Hosted and managed by Esendia.
Seven Integrated Modules
Pick the modules you need. Add more as you grow. Everything works together seamlessly.
🔄 360 Feedback Platform
Multiple feedback types (360, 180, pulse surveys, TNAs), easy setup, and actionable reports. Feedback results flow directly into development plans. Essential for leadership programmes and team diagnostics.​
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📊 Succession Planning & Career Management
Two sides of the same coin. Managers plan succession and manage talent. Employees clarify career goals and motivations. Dual interfaces working from the same database. Live org charts, 9-Box Grid or Career Stages frameworks, retention risk analysis.​
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📙 Development Module
Comprehensive development library, 40 EQ modules, 2-minute reflections, stretch projects. Development recommendations based on 360 feedback and succession gaps. Track progress for employees, managers, and HR.​
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🎓 Programmes Module
Orchestrate blended learning programmes. Combine diagnostics, workshops, projects, and reflections. Leadership development, graduate schemes, manager programmes, onboarding. Cohort management and real-time tracking.
🎯 Performance Management Module
Support Objectives, KPIs, and OKRs. Connect work to organisational strategy. Continuous tracking and development links. Performance management that develops people, not just evaluates them.
📚 Library Module
40 preloaded EQ microlearning videos. Build dedicated learning paths (playlists). Add your own content. Frequently used with Development and Programmes modules to deliver curated learning experiences.​​
🌟 Key Experiences Module
For manager and leadership populations. Algorithms translate CVs and LinkedIn profiles into key experiences, the experiences shown to be especially developmental. Helps emerging leaders develop broad leadership capabilities. Includes education programme about importance of key experiences.​​
How the Modules Work Together
Standalone power. Integrated impact.
🔗 Integration Architecture​
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Every module works independently. But together, they create a complete development ecosystem where feedback drives development, succession gaps drive learning, and performance objectives link to growth.​
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360 Feedback →Results create development objectives and inform succession readiness
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Succession Planning →Readiness gaps drive personalised learning journeys in Development Module
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Development →Activities link to performance objectives and programme curricula
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Programmes →Participants access 360s, development content, Library playlists, and track progress
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Performance →Objectives connect to development plans and succession tracking
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Library →EQ videos and custom content feed into Development Module and Programmes
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Key Experiences →CV/LinkedIn analysis identifies developmental experiences for leadership programmes
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Start with one module. Add more when ready. The integration happens seamlessly.
Who the Platform Is For
Organisations that want robust development capabilities without enterprise complexity
Fast-Growing Organisations​
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You've outgrown spreadsheets and basic tools. You need something more structured but don't want lengthy enterprise HR platform implementations. Start with one module, add more as you scale.
Programme-Driven L&D Teams​
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Running leadership development, graduate schemes, or manager programmes. Need to orchestrate diagnostics, learning, and tracking in one place. Support cohort-based development at scale.
Development-Focused Cultures​
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Performance management and succession planning exist to develop people, not just evaluate them. Everything links back to growth. Development is the priority, not compliance.
Consulting-Supported Organisations​
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Working with Esendia or other consultants on talent solutions. Need platform support for leadership development, succession planning, or team effectiveness work.
Flexible Deployment
Start where it makes sense for your organisation
Module-by-Module​
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Choose the modules you need now. Deploy in weeks. Add more modules later. No forced bundles or unnecessary features.​
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Start with 360 Feedback for diagnostics
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Add Development and Library for learning content
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Include Programmes for cohort learning
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Add Key Experiences for leadership development
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Expand to Succession and Performance when ready
Consulting Add-On​
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Platform support for Esendia consulting solutions. We design the approach (leadership development, succession planning, team effectiveness), then provide the technology to operationalise it.​
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Platform-agnostic consulting design
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Technology to support implementation
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Optional modules based on solution needs
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Ongoing platform support included
Platform Benefits
Fast Time to Value​
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Deploy modules in 2-4 weeks. People using the platform within a month. See impact quickly, iterate based on actual usage.
Lower Total Cost​
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No enterprise licence fees. Pay for what you use. No expensive consultants for setup. Lower cost than enterprise HR platforms.
Higher Adoption​
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Clean, intuitive interfaces that people want to use. Not bloated with features they'll never need. Mobile-responsive, browser-based access.
Development-First Design​
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Everything connects to growth. 360 feedback drives development. Succession gaps drive learning. Performance links to improvement. Development at the heart.
Scales With You​
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Start with one module. Add more as you grow. No need to replace the platform as you scale. Grows with your organisation's maturity.
Expert Support​
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Backed by Esendia's consulting expertise in leadership development, succession planning, and team effectiveness. Platform + knowledge.
Platform Performance
1
week to deploy each module
7
integrated
modules
1
platform for all user roles
FAQ
What is the Esendia People Success Platform?
The Esendia People Success Platform is a modular, development-first platform that helps organisations run development programmes, manage succession, and support continuous growth—without the complexity of enterprise HR systems.
How is this different from an HRIS or all-in-one HR platform?
Esendia is not an HRIS. It integrates with existing HR systems for employee data and administration, while focusing specifically on development, learning, succession and performance conversations rather than compliance or payroll.
Can we start with one module and add others later?
Yes. Each module can be deployed independently, typically in weeks. Organisations often start with one module such as 360 Feedback or Development and add others over time as needs evolve.
Who is the platform best suited for?
The platform is designed for growing organisations and L&D teams that want robust development capability without enterprise complexity, particularly those running leadership programmes, graduate schemes, or succession initiatives.