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MAP™ · MANUAL · AUTOMATION · PEOPLE

Design Your Future
Operating Model.

Before you hire, automate, or restructure, get clarity on how work should actually flow and what roles should look like.

Book a Discovery Call → Learn More

30-minute call · No obligation · Process performance diagnostic

THE PROBLEM

Work has changed.
The model has not kept up.

Roles are built around people, not value

When someone leaves, you replace them with the same job description. Nobody asks whether the role still makes sense.

Technology is owned but underused

You have invested in tools and platforms, but people are still doing things manually because nobody redesigned the workflow.

Duplicated effort across teams

Different teams are doing the same work in different ways. There is no standard, no visibility, and no accountability.

You are hiring to fix a design problem

Most businesses jump straight into hiring without a clear idea of what they actually need. The problem is usually the model, not the headcount.

"Until someone maps how work is actually flowing, the same friction keeps coming back."
THE FRAMEWORK

MAP™ — Three Stages. One Operating Model.

Map current state. Design future state. Implement and deliver.

01. Map Current State

Understand where risk lies. Identify manual, automated, and people-led work. Surface inefficiency, duplication, and key dependencies. Reveal where time and cost are lost.

02. Design Future State

Redesign work around value. Define future roles based on your vision and mission. Align automation with priorities. Rebuild workflows for performance.

03. Implement & Deliver

Turn strategy into execution. Redesign roles, processes, and workflows. Support implementation across teams. Embed change into how the business operates.

WHAT MAP™ DELIVERS

Outcomes

Future Operating Model
A clear blueprint for how work should flow
Role Design
Roles defined by value, not legacy activity
Automation Roadmap
Identified automation & AI opportunities
Reduced Inefficiency
Waste, duplication, and drag eliminated
"Most businesses jump straight into hiring without a clear idea of what they actually need."
HOW IT CONNECTS

MAP™ is the Foundation.
ROC™ & Performance Academy Build On It.

MAP™ gives you role clarity and operating model design. ROC™ hires and onboards into those roles. Performance Academy develops capability and manages performance. Together, they are your complete people infrastructure.

ROC™

Recruit, Onboard, Coach. The hiring-to-performance system.

Explore ROC™ →

Performance Academy

Coaching, L&D, & performance management.

Explore Academy →

Enterprise

MAP™ & ROC™ & Academy combined.

Enterprise Solution →
CASE STUDY

RDP Creative

Global Creative Agency · Wendy Mather, CEO

THE CHALLENGE

RDP Creative is a global creative agency that needed to scale its Sales, Account Management, and Project Management teams across multiple offices. Without a clear operating model, roles overlapped, responsibilities were unclear, and the hiring strategy was reactive rather than strategic.

WHAT MAP™ DELIVERED

CareerVive mapped out the entire Sales, Account Management, and Project Management function, defining every role, responsibility, and workflow. This became the foundation for a global recruitment and hiring strategy, ensuring every hire was aligned to the operating model rather than filling gaps reactively.

SYSTEMS DEPLOYED

Alongside the role and process mapping, CareerVive deployed a centralised Sales CRM and Project Management board, giving the leadership team visibility across every client relationship, pipeline, and project delivery workflow for the first time.

THE RESULT
3 teams
fully mapped & restructured
24 hires
aligned to the new model
CRM
centralised sales pipeline
PM board
project delivery visibility
Wendy Mather, CEO · RDP Creative
CASE STUDY

Wells Fargo

Global Investment Bank · FCA LIBOR Reporting

THE CHALLENGE

Wells Fargo's FCA LIBOR reporting process was entirely manual. The team was processing over 500,000 rows of data across multiple sources, compiling it into a single regulatory report. The process took two weeks to complete each cycle, creating significant operational risk, resource drain, and compliance pressure.

WHAT MAP™ DELIVERED

Aneal mapped the entire reporting workflow end to end, identifying every manual touchpoint, data dependency, and bottleneck. The process was then redesigned and automated using Alteryx, transforming 500,000+ rows of raw data into a single, fully automated FCA-ready report.

AUTOMATION DEPLOYED

The Alteryx workflow ingested data from multiple source systems, applied the transformation logic, validation rules, and exception handling that the team had previously done by hand, and produced the final consolidated regulatory report automatically. What once required a team working for two weeks now runs in minutes.

THE RESULT
500k+
rows of data automated
10 mins
report ready time
2 weeks
of manual work eliminated
Alteryx
full end-to-end automation
Wells Fargo · FCA LIBOR Regulatory Reporting
CASE STUDY

Global Investment Bank

Operational Office Move · London to Poland

THE CHALLENGE

A top London investment bank needed to relocate an operational function from London to Poland. This was not just a logistics exercise. It required building an entirely new team from scratch in a new market, transferring institutional knowledge, and ensuring performance standards were maintained from day one in the new location.

WHAT MAP™ DELIVERED

Aneal mapped the entire operating model for the function being relocated, defining every role, process, and workflow that needed to transfer. This blueprint became the foundation for building the new team in Poland, ensuring nothing was lost in translation and every hire was aligned to the operating model from the start.

WHAT WAS DELIVERED

Beyond the operating model, Aneal set up the brand new team in Poland, designed and launched the performance management framework, and delivered the training programme to bring the team up to the bank's operational standards. The entire function was operational and performing within the target timeline.

THE RESULT
New team
built from scratch in Poland
Full model
operating model transferred
Training
programme designed & delivered
Performance
framework launched from day one
Top London Investment Bank · Operational Relocation
CASE STUDY

Mencap

National Charity · Glen Hall, Head of People Services

THE CHALLENGE

Mencap's recruitment process had grown organically over years without a clear structure. Recruiter spend was high, time to hire was too long, and there was no strategic model underpinning how the organisation attracted and secured talent. With a Board meeting approaching, the leadership team needed a clear picture of the current state and a credible future model for their 2026 recruitment strategy.

WHAT MAP™ DELIVERED

CareerVive mapped out Mencap's entire recruitment process from requisition to onboarding, identifying inefficiencies, duplicated effort, and where external recruiter costs were being incurred unnecessarily. From this diagnostic, Aneal designed the future-state recruitment model, built specifically for Mencap's scale and structure, with clear targets for reducing recruiter spend and improving time to hire.

BOARD-READY OUTPUT

The future model was presented at Board level as part of Mencap's 2026 recruitment strategy. It included a clear current-state diagnostic, the redesigned process, projected cost savings from reduced recruiter dependency, and a phased implementation plan the Board could approve and track against.

THE RESULT
Full map
end-to-end recruitment process
Board
future model presented at Board
2026
recruitment strategy designed
Reduced
recruiter spend & time to hire
Glen Hall, Head of People Services · Mencap
READY?

Get clarity before you hire,
automate, or restructure.

Book a 30-minute Discovery Call. We will run a process performance diagnostic and show you where the model is costing you.

Book Your Discovery Call →
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