IAXOV Publications

IAXOV and CNIB Foundation have launched Canada's first accessibility-first career platform, revolutionizing how organizations connect with talent in the disability community through the CNIB STRATEVITA Platform.

CALGARY, AB – July 14, 2025 – CNIB is launching an innovative pilot project that will revolutionize career development accessibility for Canadians who are blind or have low vision. In partnership with IAXOV Inc., CNIB Alberta and Northwest Territories is pioneering the implementation of the CNIB STRATEVITA Platform as part of its Come to Work initiative.

The CNIB STRATEVITA Platform represents a paradigm shift in how career services are delivered to individuals who are blind or partially sighted. Built on IAXOV's foundation of "hand-crafted continuous skills-investment management," the platform leverages sophisticated automated intelligence to create personalized career pathways that honor unique aspirations and individual capabilities.

This groundbreaking partnership addresses the critical employment gap where 75% of working-age Canadians with disabilities remain unemployed or underemployed.

Key Platform Features

• Voice-First Design: Navigate the entire platform using natural voice commands
• Intelligent Skills Assessment: Comprehensive evaluation systems tailored to individual circumstances
• Dedicated Career Coaching: Direct connection to specialized career coaches
• Automated Intelligent Matching: Advanced algorithms connecting users with aligned opportunities
• Real-World Scenario Practice: Interactive training including disclosure conversations
• Hyper-Personalized Employer Recruitment: Unprecedented precision in candidate matching

A No-Nonsense Guide to Crushing Revenue Goals and Cutting Costs through strategic skills-based hiring that delivers measurable ROI.

In today's rapidly evolving business landscape, talent is no longer simply a Human Resources concern; it represents a critical financial asset and a primary limiting factor for organizational growth. This comprehensive report demonstrates how shifting from credential-based to skills-based hiring delivers significant financial returns.

Skills-based hiring isn't just progressive HR—it's a strategic imperative that directly impacts the bottom line, enhancing revenue, reducing costs, and future-proofing the enterprise. Organizations report up to 30% savings in recruitment costs, 15% improvement in employee retention, and 5x better predictability of job performance.

For Chief Revenue Officers and Sales Leaders, this shift represents a strategic investment in human capital, yielding measurable, long-term financial returns and positioning the company for sustained success in the talent war.

Key Financial Benefits Covered

• Recruitment Savings: Up to 30% reduction in hiring costs and 45% faster time-to-hire
• Productivity Gains: 5x more predictive hiring and 8-12 week ramp-up vs. 6 months
• Retention Benefits: 15% improvement in retention rates and 9% longer tenure
• Risk Mitigation: 90% reduction in mis-hires and bias-related costs

Discover how AI-driven strategic intelligence is transforming talent management, succession planning, and organizational development in the modern enterprise.

In today's rapidly evolving business landscape, organizations face unprecedented challenges in identifying, developing, and retaining top talent. Traditional talent management approaches, built on intuition and historical precedent, are proving inadequate for the complexities of modern leadership development.

STRATEVITA represents a paradigm shift in how organizations approach talent intelligence. By leveraging advanced AI algorithms, psychometric analysis, and strategic assessment frameworks, we enable organizations to make data-driven decisions about their most critical asset: their people.

This comprehensive analysis explores the intersection of artificial intelligence and human capital optimization, providing actionable insights for forward-thinking organizations ready to revolutionize their talent strategy.

Key Insights Covered

• The evolution from traditional HR to strategic talent intelligence
• AI-powered assessment methodologies for leadership potential
• Building sustainable succession pipelines through data-driven insights
• Integrating psychometric analysis with strategic business outcomes

What if the greatest CEO transitions in history weren't accidents of intuition, but products of scientific precision we've never bothered to decode?

Picture this: It's Monday morning at JPMorgan Chase, and America's financial titans are gathered for their annual investor day. Beneath the polished presentations and strategic updates, a far more primal drama unfolds — the psychological theatre of succession, where careers built over decades hang in the balance of a few pivotal moments.

As Jamie Dimon prepares to step down from commanding the nation's largest bank, three contenders emerge from the shadows: Marianne Lake, the English-born accountant turned consumer banking empress; Doug Petno, the hard-nosed commercial banker navigating treacherous political waters; and Troy Rohrbaugh, the markets visionary whose technological foresight may define banking's future. Each carries a distinct psychological blueprint. Each represents a different vision of power.

But here's the question that should terrify every board of directors: What if none of them should even be in contention?

The $1.8 Billion Problem

The numbers are staggering and troubling: According to SHRM's latest research, nearly 20% of CEO successions are "forced" rather than planned. Spencer Stuart found that 45% of boards report having an adequate emergency plan in place, but only 26% have a formal succession plan with options across timelines. When transitions fail — and research for two decades suggests 40-60% do — the average cost can reach $1.8 billion in shareholder value destruction. Per company. Per failure.