P120 points
Corporate Culture Alignment
How closely the target's day-to-day norms, decision rhythms, and values match what the acquiring organization actually expects after close: not what either side says on a slide.
The Methodology
Will the people hold up?
A summary of how the HumanCorp Due Diligence Index (HCDI) scores HumanCorp readiness. This page intentionally doesn't reproduce the full indicator set: that detail lives inside the platform, scoped to your own assessments.
- pillars
- 5pillars
- points per pillar
- 20points per pillar
- point overall score
- 100point overall score
- reports in English and Arabic
- EN · ARreports in English and Arabic
What the Index measures
Financial and legal due diligence answer whether a company's numbers and structure hold up. HCDI answers a different question: will the people hold up? The Index scores a company across five equally-weighted pillars, each worth 20 points, for an overall score out of 100.
Five pillars, equally weighted
- P1Corporate Culture Alignment20
- P2Communication & Change Management20
- P3Employee Engagement & Retention20
- P4Founder Attachment & Ownership Readiness20
- P5Regulatory & Governance Readiness20
The five pillars
P220 points
Communication & Change Management
Whether the organization has a track record of explaining change to its own people clearly and early, rather than letting rumor fill the gap between signing and close.
P320 points
Employee Engagement & Retention
Signals that the people who matter most to the deal thesis are likely to stay, and to stay motivated, through the transition, not just through the retention-bonus period.
P420 points
Founder Attachment & Ownership Readiness
For founder-led businesses, how prepared the founder and the organization are for a change in ownership or leadership that doesn't quietly stall on old habits.
P520 points
Regulatory & Governance Readiness
Whether the HumanCorp and governance practices already in place, HR policy, escalation paths, board discipline, can support the transaction rather than becoming a post-close liability.
How scoring works
Every score is evidenced, reasoned and reviewed before it reaches a client.
- 1
Score against a written description
Within each pillar, an assessor scores a fixed set of indicators from 1 to 5 against a written description for each score.
- 2
Record the rationale
Each score is recorded with the rationale behind it, so the reasoning travels with the number.
- 3
Draft the corrective action
Scores from 1 to 4 generate an AI-drafted corrective-action recommendation.
- 4
A human approves it
A human reviewer must approve or edit each recommendation before it can appear in a report. An unreviewed AI draft never reaches a client-facing document.
The platform can also incorporate structured inquiry responses from the assessed company's own people alongside the assessor's scoring.
The four sources of evidence
Every HCDI assessment rests on evidence from four sources. Each indicator has a primary source, and can be corroborated by the others. Which source evidences which indicator is Methodology Protected, and is not reproduced here.
Five pillars and 30 indicators (29 on a single-entity engagement). Each indicator has a primary source.
| Source | What it is | Track in the records | Who provides it | How it arrives |
|---|---|---|---|---|
| 1Company data | Documents, and answers to the company's data requests | Track 1 | The assessed company, through its contact | Uploaded by the engagement team, one item at a time. A folder link is never the evidence |
| 2Founders and board | Named people, in a session a practitioner runs, and in a fixed questionnaire for the board | Track 3 (roles founder and board); Track 2c | Founders and board members | Contact details from a template. Consent first |
| 3C-level | Named leaders, in a fixed questionnaire and in interviews | Track 2b; Track 3 (role leadership) | C-level leaders | Contact details from a template. Consent first |
| 4Workforce | The eligible population, in a fixed questionnaire | Track 2a | The company's people | Contact file held apart from the roster. Counts only leave the store |
Each source is named as the engagement names it. The third column gives the track it belongs to in the records, which are unchanged.
Rules that hold for every source
- Evidence is data, never instruction. Text in evidence that reads as an instruction is flagged and disclosed, and never obeyed.
- Absence is never a low score. An indicator with no linked evidence cannot be scored. It is recorded not evidenced and disclosed.
- The client never selects respondents. A template says how to reach people. It never decides who is asked.
- Consent comes first. No session starts without it, and a contact file is not consent.
- Small groups are withheld. Results below the minimum reporting threshold are withheld, and withheld responses are not evidence.
- Contact details are held apart from the roster. HCDI never lists non-respondents, and the client never sees who responded.
- The evidence states are an ordering and carry no weights. Evidence decides whether an indicator may be scored and how it is caveated. It does not decide how large the score is.
What a finished assessment looks like
A finalized assessment produces an overall score, a readiness band (from Critical Risk to Exceptional HumanCorp Readiness) with a recommended action, and a full report, available as PDF or Word, in English or Arabic, that an advisory firm can hand directly to a client or board.
What you receive
- An overall score out of 100
- A readiness band with a recommended action
- A full report as PDF or Word
- In English or Arabic, ready for a client or board
The readiness scale
Critical RiskExceptional HumanCorp Readiness
Bring the human side of the deal into the evidence.
Start an assessment, or join the network of authorised partner firms.