Paradigm Tax Group Case Study: Improves Business Results Through Talent Visibility and Alignment

Paradigm Tax Group provides property tax services to commercial property owners. PTG’s consulting team provides expertise in the areas of real, non-traditional and commercial property tax. Their goal is to ensure that every client experiences the lowest possible tax exposure, and to maintain a relationship with their clients in which all of their tax management needs are fully met. PTG has 900 employees in 31 offices across the United States, serving more than 2,500 customers, with $36 billion in assets.


The Challenge

PTG partnered with a top private equity firm to accelerate rapid growth and improve operational performance. The HR team was tasked with finding a solution to strategically hire, develop and retain a growing US-based workforce. HR’s goal was to strengthen employee engagement through strong leadership.

PTG did not have their critical leadership positions identified, competency models defined or a succession plan in place to identify existing high potentials and their skill gaps. PTG focused its initial efforts on 10 key positions in the company, and the 50 leaders who were needed to fill these positions.

The company’s philosophy is that employees own their own career, yet there were no tools in place to support employees in mapping out a future career internally, or expressing their career aspirations.The integration of succession planning and career pathing played a significant role in enabling PTG to realize its growth plan.


The Solution

With CareerPath and Succession by TalentGuard, PTG evolved the following processes:

Standardized Job Role Profiles: TalentGuard worked with PTG to develop standardized job role profiles for each of the 10 key roles, which included general and role specific competencies, qualifications and work-style preferences.

Talent Reviews: To identify potential successors for these 10 key roles, over 100 employees were selected to complete their individual talent profiles. This information was drawn from performance reviews, 360 assessments, competency ratings and personal information from the employees themselves. With this information, the core leadership team was able to review and compare the data from the talent profiles against the requirements of the standard job role profiles to understand employee readiness.

Career Aspirations: By having access to a career pathing tool, employees were able to map out their interests in other roles that were up, down and/or across the entire company. This gave voice to their career aspirations, which could then be exposed to the leadership team as they searched for specific talent to fill the critical roles.

Talent Pools: Once this assessment was complete, PTG’s executive leadership used TalentGuard’s 9-Box Talent Grid to segment employees based on their potential readiness for the 10 key roles. This process enabled leadership to have a clear picture of who would fit in the appropriate talent pools to grow the business. Due to the rich content available in the employee talent profiles, managers could evaluate employees much more holistically when assessing gaps and determining where to invest development resources.

Formalized Succession Plan: With all of the information at their fingertips, leaders were able to identify—by name—the best potential and interim successors. These successors were ranked according to their readiness to take on the critical roles needed to ensure business continuity.

Employee Development: Now that the potential successors had been identified, customized development plans could be created to help them close their skill gaps. These development plans were based on the competency gaps identified during the assessment phase, and specific learning resources were served up to efficiently prepare the best people for the right roles.


The Results

While career pathing and succession are still relatively new for them, Paradigm Tax Group continues to improve its methodology for identifying and developing its high potentials. To measure success, PTG focused on two key metrics:

• The number of employees ready to move into critical leadership roles.

• The number of successors identified for each critical leadership position.

After an 18-month period working with TalentGuard, PTG achieved the following results:

• 2x the rate of internal promotions into critical roles

• 3 successors identified per role

• 92% better at creating a pipeline of ready successors due to job role and talent profiles

• Significantly greater ability to plan for future talent needs due to visibility of employee skills

• 62% better at improving employee skills with focused development plans and coaching

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Location: Austin, Texas

Type: Private Sector


Employees: 1,200 people in 31 offices