Whatever the diagnostic — organisational health, performance diagnostics, Saudization baseline — board-ready output, third-party credibility, execution built in. Work starts in 30 minutes.
Workforce diagnostics your board treats as independent, with T&D and Recruitment execution built into the same brief. EZ delivers the organisational insight and the follow-through — one engagement, without the consulting firm rate card.
Organisational health diagnostics for HR leaders since 2018.
Pick a real situation your team faces — see how EZ turns it around, and which of our 85+ services combine under one brief to deliver it.
The survey shows averages, not root causes. The board wants an independent read.
The report showed us which teams were disengaged and why, and the board trusted it because it came from outside.
Chief People Officer · Banking · Riyadh
The process is broken or unowned. HR lacks the bandwidth and the neutrality to run it.
The review cycle ran from start to finish without HR carrying it, and managers finally saw it as fair.
HR Director · Logistics · Dubai
No in-house instrument design or fieldwork. Survey software gives a score, not a why.
The survey told us why people feel the way they do, not just a score for the dashboard.
Head of People · Healthcare · Jeddah
Each fix goes to a different vendor. None of them read the diagnostic.
The fixes from the diagnostic were carried out by one team that had read it, not a different vendor each.
CHRO · Manufacturing · Doha
A newly stood-up entity builds its people function from a blank sheet, with no baseline.
The new entity started with a clear baseline of its people function instead of a blank sheet.
HR Business Partner · Energy · Abu Dhabi
Payroll and HR admin consume the team's month. The people work that matters keeps losing.
Payroll and HR admin are handled every month, and my team has its time back for the people work.
Head of HR · Real estate · Dubai
The hiring ramp outpaces recruiter capacity. Each agency covers one market and one language.
Our hiring ramp kept pace across markets and languages without a separate agency for each one.
Talent Acquisition Lead · Technology · Riyadh
The CHRO must make internal data board-credible. In-house material reads as self-assessment.
The human-capital risk report read as an independent view, and it held up in front of the board.
CHRO · Financial services · Kuwait City
Onboarding and compliance training are static PDFs nobody finishes. There is no culture video.
Onboarding and compliance training became short animations that people actually finish.
Learning and Development Head · Retail · Dubai
Written by different people in different years, nothing reads like one organisation.
Our handbook now reads like one organisation wrote it, and employees can find what they need.
HR Operations Manager · Hospitality · Doha
HR runs on spreadsheets and email. The request sits in the IT backlog behind revenue systems.
The onboarding portal went live without joining the IT backlog, and HR stopped running it on spreadsheets.
Head of People Operations · Telecoms · Riyadh
People data sits in payroll, the HRIS, a survey tool and spreadsheets. Reports are manual.
Payroll, HRIS and survey data now sit in one dashboard, so nobody builds the report by hand.
Head of People Analytics · Banking · Dubai
A skills gap needs training. Sourcing and coordinating it lands on someone with a full role.
The leadership programme was sourced and run for us, so nobody had to coordinate it on top of a full role.
HR Director · Construction · Jeddah
Post-M&A · Regional Enterprise · Anonymised
A post-M&A integration team used EZ's OHA to establish a people baseline across two merged entities within eight weeks of deal close. The findings drove the first-year T&D allocation and were presented directly to the combined board.
We needed a diagnostic that the board would see as independent — not something HR produced about HR. EZ delivered a report we could actually present.
CHRO · Regional Enterprise · Riyadh
EZ runs the diagnostic and delivers the T&D and recruitment that follows from the findings. The CHRO does not need to re-brief a separate T&D firm on what the diagnostic found — EZ already knows, because EZ ran it.
McKinsey's OHI costs $150K–$500K+ for large enterprises. EZ's OHA delivers comparable diagnostic depth — sub-team variance analysis, root-cause identification, and boardroom-ready output — at a fraction of that cost. Mid-market organisations and new Saudi RHQs get the same rigour that until now required Big 4 spend.
An externally produced diagnostic carries the independence the board needs. EZ's reports are structured for board presentation — benchmarks, prioritised findings, and actionable recommendations, not a data export from an internal system.
Employee performance data, organisational health findings, and succession planning information are handled under a certified information security framework. The employee data protection requirements that apply to diagnostics are met as standard.
The urgency premium, the co-ordination overhead, and the morning-after fix never appear on an invoice. Until you're paying them.
EZ
The Organisational Health Assessment examines the organisation as a whole — engagement, management effectiveness, culture, and retention risk. The Performance Diagnostic focuses on where performance variance is highest and what is driving it. Both produce prioritised action recommendations. They can be run separately or together.
The OHA takes 6–8 weeks from brief to board-ready output. The Performance Diagnostic takes 4–6 weeks. Timelines can be compressed for post-M&A integrations or situations with an imminent board date.
Yes. EZ's HR Center delivers the training and development programmes that the diagnostic recommends — so the findings do not sit in a report. The CHRO does not need to re-brief a separate T&D vendor.
Yes. All diagnostic work is conducted under ISO 27001:2022 certification and NDAs as standard. Employee-level data is handled with need-to-know access controls. GDPR-equivalent data protection applies.
Yes. EZ's diagnostic frameworks include benchmarks from comparable organisations by sector, geography, and size. The CHRO can present findings in the context of what strong and weak looks like for an organisation like theirs.
Yes. EZ handles the operational layer of the performance review cycle — templates, communications, data collection, calibration scheduling, and scoring support. The CHRO focuses on calibration decisions; EZ manages the process around them.
Yes. EZ's Research Lab designs the survey methodology, manages fieldwork, and produces a findings report with sub-group analysis and prioritised recommendations — structured for board presentation, not just a platform data export.
Yes. EZ's Content Studio and Design Studio produce the employee-facing communications, visual collateral, and leadership messaging for a people initiative launch — bilingual, branded, and delivered before the launch date.
A 45-minute call to scope the right diagnostic for your situation. No commitment. No sales process.
No commitment. No minimum. ISO 27001:2022 certified.
