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Job matrix

AI-driven Job House, Job Matrix & skill taxonomy

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Evaluations, 1:1’s, feedback and goals

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Career and growth opportunities

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Traditional surveys, Pulse surveys and eNPS

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All about our security and GDPR protocols

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Integrate with HRIS, SSO, MFA and Calendar

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Our working method

In 5 steps to data-driven HR

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Return on investment

Business value and return on investment

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HR knowledge hub

E-guides, webinars and templates

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Implementation & support

Implementation tracks, videos and webinars

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Customer stories

Find out how our customers are using Learned

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Articles for HR Professionals and Managers

Our working method

In 5 steps to data-driven People management

We have summarized all our knowledge and experience in our Bias-free People management model. In 5 steps, we help your organization transition from gut feeling to data-driven People Management.

Learned bias free people management model


The model

Rick, Joost, and Paul Kuijf launched Learned in 2018 after finding that HR departments often rely on managers’ gut feelings, unlike other departments that are much more data-driven.

While they recognize the importance of the manager’s experience and opinion, objective data should play a more important role. Just the manager’s gut feeling can lead to biased decisions in People management, for example, in evaluations, promotions and rewards.

As a result, organizations fail to utilize the maximum potential of their talent and staff leave early. This poses an increasing challenge in a labor market where talent is increasingly scarce and expensive.

Over the past 5 years, we have compiled scientific research, the capabilities of Artificial Intelligence and the experiences of our HR professionals into the Learned Bias-free People management model.

Using this model and the Learned platform, we guide more than 200 companies through a 5-step transition from gut feeling to data-driven People management.

So that every organization can use data to get the most out of their workforce and retain talent.

The Learned Bias-free People management model.

Clear expectations

Make expectations and development opportunities transparent by position

Objective evaluations

Conduct objective evaluations and identify who your low- and high performers are

Transparent career prospects

Make career paths transparent and gain insight into who is interested and suited for which position

Fair reward

Avoid bias in rewards and make rewards fair.

Measure continuously

Become a learning organization and measure employee satisfaction on an ongoing basis

Want to know more?

Download the Learned Bias-free People management model