Business
For companies improving how work gets done and recruiters hiring for their clients. Start with the business, document its processes and connect each role to the skills it actually needs.
For business owners and team leaders. Understand your operations, document workflows and define the roles and capabilities your team needs as AI changes the work. The Business Assessment captures your company context, processes, responsibilities and priorities as a starting point for a specialist discussion.
Start Business AssessmentSee the Company journeyFor recruiters and talent teams. Start with the business and role, then review shared work history, achievements, projects and training against the capabilities needed. Understand your client’s operating needs before defining a candidate brief. Review the recruiter journey, then discuss your hiring priorities with an AI Specialist.
Build your recruiter planRecruiter assessment intake is planned. You can explore the journey and book a consultation now.
Both paths start with the work. Use these five steps to guide your assessment and hiring conversations.
Clarify goals, customers, departments and the outcomes that matter.
Describe how work gets done: tasks, tools, handoffs and process gaps.
Connect responsibilities and expected results to the work you have documented.
Specify the skills, experience and AI capabilities needed to perform the role.
Review evidence to identify an employee to develop or a candidate to consider. People make the final decision.
Document what your business does, who is responsible, which tools they use and how work moves between people. Capture inputs, decisions, handoffs and expected results.
This becomes the foundation for Standard Operating Procedures (SOPs): practical instructions your team can review, test and maintain. An assessment starts that work; it does not replace validated operating procedures.
The company is the recruiter’s client. Its workflows reveal what an employee will actually own, the experience needed and where judgment matters. Use that context to define responsibilities, required skills and relevant interview evidence.
A clearer role brief helps you compare candidates against the work, rather than relying on job titles alone.
In an August 2026 analysis of 16 small and mid-size businesses, The Systems Effect reported average documentation coverage of 27% across the process areas it assessed, covering 68 roles and 461 process areas.
This is a consultancy’s small sample, not a representative estimate of how many businesses have SOPs. It measures documentation coverage, not the percentage of companies with an SOP.
Read the August 29, 2026 source and methodologyStart with one workflow. Write down its steps, owner and expected outcome, then use those details to define the role and capabilities your company needs.
LiveIQ company profiles are designed to show work, development practices and real opportunities. A business assessment remains organization-private.
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