We provide employee and candidate insights. We draw on the latest research approaches and new technology to recommend the most appropriate methodology to address an issue at hand. We can work with you to connect the hard data with the soft, qualitative insights to develop a way forward.

HR Analytics

HR departments today have access to a lot of data whether from HR data platforms, social media tools or from their career page web analytics. This data needs to be constantly analysed to identify underlying issues or hidden opportunities. We can also help you evaluate results from engagement and satisfaction studies over a period of time to look for trends. By conducting a meta analysis of internal communication within the organization we are also able to gauge sentiment in an organization. We can help with this analysis on a turnkey or an ongoing basis depending on your needs.


39% of bottom-line performance can be attributed to employee fulfillment.

Qualitative Research

We use qualitative research methodologies to understand employee/ candidate perceptions, motivations, values, beliefs and aspirations. This understanding provides a valuable input into the development of your Employee Value Proposition. We work with varied research methodologies including depth interviews, focus group discussions, online forums, ethnography, and semiotic analysis to go deep and understand how things really are and what could be done to change them. We then apply an organisational culture lens to the learnings to recommend actionable solutions.

Cultural Analysis

Bricoleur's ECB Model (™) - Our approach looks at the interplay between the core brand, employees and culture

Bricoleur’s ECB Model™ – Our approach looks at the interplay between the core brand, employees and culture

A study of medium-sized European companies showed that two-thirds of the major decisions in a company were taken in line with the company’s vision and direction. This dropped to one-third for moderately important decisions. However only one in twenty of the minor, everyday decisions were in line with the leader’s vision. In effect the major decisions, which were taken infrequently, in secret and were often not made public for good commercial reasons were mostly invisible. The small day-to-day decisions, which affected everyone, were obvious and public yet they were not in line with the leader’s vision. (Source: Liquid Leadership by Damian Hughes, 2010).

The study above illustrates that there are many aspects of organisational culture that are impacted not just by what is said by the leaders but also by the unspoken, inadvertently conveyed messages in the day-to-day. We can help you analyse these using qualitative techniques. Ethnography refers to qualitative methods used to observe social practices and interactions. These observational studies could involve an analysis of day-to-day internal communication, day-to-day behaviours and understanding of the norms within the team. Semiotics is the study of signs and symbols as elements of communication. In an organisational context this translates into overt symbols such as the company’s name and logo as well as the less overt aspects such as office layout, the colours and textures used in the office design, the placement style of the furniture, any artworks adorning the office walls, the placement of the toilets, the presence of a cafeteria on premise, the provision of snacks/ fruit/ food at the office, the presence of a doctor at the office, etc. All of these elements while being a part of the unspoken say something about the organisation. Our analysis enquiry would delve into these aspects as well.

Semiotic Analysis

Decoding hidden messages through Semiotic Analysis


We also design and conduct workshops and online co-creation sessions to develop solutions and generate new ideas. For example these sessions could involve employees to brainstorm and come up with a new direction for the business or develop a solution to an existing problem identified through research.