From assumption to
owned intelligence.
Root2Solve diagnoses the exact gaps costing HR organisations the most — then hands your team a working instrument to close them. Not another deck that sits in a folder.
The problems we were
built to solve.
We don't know who leads this business in five years. Half our senior roles have no credible internal candidate.
My CFO asks what we're getting from HR. I give him headcount numbers. That's not an answer he can work with.
By the time HR is in the room, the decision is already made. They're implementers, not advisors.
We're losing people we cannot afford to lose. Exit interviews tell us nothing.
We spent millions on Workday. It went live eighteen months ago. Our processes are identical to what they were before.
We spend tens of millions on salary and bonuses every year. I'm not convinced we're rewarding the people or outcomes that actually matter.
Our strategy changed eighteen months ago. Our org chart hasn't moved. We're running a 2020 structure to deliver a 2030 business.
We approved a three-year strategy eighteen months ago. Ask any business unit head their top three priorities. You'll get six different answers.
We built Root2Solve around that conversation — not the other way around.
Every diagnostic, every guided instrument, every 90-day plan starts as a structured response to what executives are actually saying in the room — not a framework looking for a use case.
A method, not a moodboard.
LENS is the operating discipline behind every tool in Root2Solve — four stages, in the same order, every time. It isn't a slide. It's what the product actually does, screen by screen.
Score the real baseline first.
We open with a structured diagnostic, not a workshop. Every answer is scored the moment it's given, against defined evidence — so you have a real baseline before anyone proposes a fix.
Every gap gets a reason, not just a number.
Low scores are tagged to a category — methodology, governance, grade linkage — stage by stage. You see exactly what's driving the gap, in the client's own answers.
A plan built from your two weakest stages — not a standard package.
From the full instrument set, we draw only what the lowest-scoring stages require — a phased plan across Days 1–30, 31–60, 61–90, each phase with a named success metric.
A working instrument your team owns.
Every engagement ends with a real take-home asset, co-drafted by an AI assistant that proposes — never asserts. Nothing is confirmed until your team says so.
Guided Build: the deliverable that builds itself.
Most diagnostics end at a PDF. Guided Build keeps going: an AI assistant reads your lowest-scoring, highest-priority questions and drafts the next row of your take-home instrument for you — a market-range map, a survey source log, a rewards-positioning summary.
You confirm, edit, or reject every single row. Nothing counts as final until your team says so.
Propose, never assert. Every drafted row sits in an "awaiting review" state until a human on your team confirms it.
Sensitive values blocked. The assistant will not draft real compensation figures or personal data into a live proposal.
Wired across tools. Confirm a grade structure in Job Architecture, and it's ready to read into Comp Benchmarking's range map — no re-entry.
Live product screen, pilot engagement. Client and organisation names shown are illustrative demo data, not a real client engagement.
Built for the full hire-to-retire lifecycle.
Root2Solve organises the HR lifecycle into three layers — the same structure every engagement is scored against. Diagnostic scoring runs across the full set today. Guided Build — the AI-drafted, owned take-home instrument — is live on four pilot tools in the Design & Architect layer, with more moving over on a rolling basis.
Design & Architect
The blueprint — org structure, job evaluation, skill taxonomy, grade structure, comp benchmarking approach, performance framework design.
Operate & Execute
The hire-to-retire spectrum in motion — attract & hire, onboard, develop & perform, reward, engage & relate, exit & transition.
Govern & Enable
How the whole thing is run and sourced — HR technology, compliance policy, vendor management, and the operating model itself.
One founder.
Two decades in the room.
You work directly with the person who designed the methodology — not a team briefed on it last week.
Pradeep Krishnamurthy
Founder · HR TransformationClose to two decades in HR transformation — global HR operations, outsourcing design, solution architecture, and large-scale workforce change across multiple industries and geographies. His career spans Accenture, Capgemini, Conduent, Xerox, and Infosys BPO/BPM. He holds an MBA in Human Resources Management and Services from the Indian Institute of Planning and Management, and designed the LENS methodology behind every instrument on this platform.
Based in Bengaluru · Middle East · India · Australia · North America
Start with the problem.
Not the pitch.
Tell us what you're hearing in the room — the exact words your CEO or CHRO is saying. We'll show you whether Root2Solve already has a structured, working response to it.