Somewhere in your organization right now, someone is capable of more than you know.
Most people never find out what they are truly capable of. Not because the potential is not there. Because no one built the foundation and conditions for it. That is not a talent problem. It is a conditions problem. And it is fixable.
Founders who lived the problem from the inside. One shared conviction.
Why this team? Because we have each lived this problem from the inside. We are not researchers who identified a market gap. We are practitioners who felt the cost of misaligned leadership personally, and decided to build the solution we wished had existed.
As an early-stage company, we are building trust through transparency and results. We believe that transparency, rigor, and human-centered design are not just product principles, they are the foundation of the trust required to work within the most sensitive decisions an organization makes.
Jodi G. Herrera
CEO, Board Advisor & Co-Founder
More than 20 years driving growth and transformation across Fortune 500 enterprises and high-growth SaaS organizations. Executive operating experience in the employee engagement and benefits technology sector, widely regarded as a subject-matter expert in go-to-market execution, workforce engagement, retention strategy, and building scalable, high-performance cultures.
Her career spans PwC, Guardian Life, Independence Blue Cross, PlanSource (Vista Equity), and Wagmo, where she built award-winning teams, accelerated revenue growth, and led enterprise GTM strategy through periods of rapid scale, acquisition, and organizational change. As a Board Advisor, she partners with executive teams navigating strategic inflection points, operational rigor, governance alignment, and culture evolution.
Jodi is committed to advancing a global business community that recognizes organizations as a force for human dignity, shared growth, and meaningful impact. She believes that when people are empowered to show up as their whole selves (seen, energized, and supported), organizations become healthier, more collaborative, and ultimately more successful.
Built on ABA.
AIM-UP is built on Applied Behavior Analysis, a validated, peer-reviewed behavioral science framework. Not proprietary pseudoscience. Every insight is grounded in a methodology with decades of research and real-world application. That is what makes it explainable, and what makes it defensible when it matters most.
We did not build AIM-UP to be a better talent assessment tool. We built it to be a different category.
We have each lived this problem from the inside. In organizations we built, led, and worked within, we watched high-potential people leave because no one could see they were disengaging. We watched leadership transitions stumble because the person looked ready on paper, and the system missed what was underneath. We watched succession plans that were really just lists of names in boxes, useful until they were not, and they usually were not when it mattered most.
The tools that existed were not wrong. They were just built for a different question. Assessments tell you who someone is at a point in time. Performance systems tell you what already happened. Neither one tells you who is ready, or whether the conditions for readiness even exist in your organization.
That gap is not a data problem. It is a foundation problem. It starts on day one, not at the point of succession. And it compounds at every level, in every organization, in ways that rarely get named until the cost is already real.
We started AIM-UP because we believed the problem deserved a purpose-built solution, not a repurposed assessment, not a faster version of something that already exists. A different category entirely.
That is what we are building.
Built for the organizations where people are the strategy.
“A world where every person has the clarity, connection, and support to grow, and every organization has the visibility to help them.”
- Alignment is built, not discovered at promotion
- Connection and mentorship happen by design, not chance
- Growth signals visible at every level, not just the top
- Leadership emerges, it is not appointed
Every person in your organization is a leader in the making. When people understand themselves, connect with intention, and grow with clarity, they do not just perform better. They show up as who they actually are. AIM-UP is built to make that possible. Not just for the few at the top, for everyone, from day one.
4 in 5
organizations have no formal succession plan
Source: ScottMadden / SHRM HR Benchmarking Report, 2023
50%
of leadership transitions fail or disappoint within 18 months of placement
Source: McKinsey & Company / Harvard Business Review
2 to 20x
salary, the direct cost range of a failed executive transition, including search, relocation, and lost productivity
Source: McKinsey & Company
Competitors give you a mirror. AIM-UP gives you a map.
Not labels, but direction. Not categories, but clarity. The assessment category tells you who someone is at a single moment. AIM-UP tells you who is ready, and builds the conditions for readiness across your entire organization, from day one.
A Mirror.
Tools that reflect who someone is at a single moment, a snapshot. Static. Backward-looking. Useful for hiring. Not built for everything that comes after. Labels people. Does not help them grow.
A Map.
Structured insight into how your people work, relate, and grow, from day one, across every level. Dynamic. Explainable. Built to help leaders act, not just observe. Helps people grow. Helps organizations see clearly.
What changes when alignment is visible.
It starts at the foundation, on day one.
- ✕High-potential employee leaves, and you find out why too late
- ✕Succession plan is a list of names with no readiness data
- ✕Mentorship program launched, quietly abandoned six months later
- ✕Team underperforming and no one can explain why
- ✕Development investment scattered, no signal on what is working
- ✓Disengagement signals surface early, so you act before they leave
- ✓Succession plan backed by alignment and readiness intelligence
- ✓Mentorship matched by behavioral compatibility, and relationships stick
- ✓Friction made visible before it becomes a performance problem
- ✓Development tied to alignment signals, so investment lands where it matters
Built on behavioral science. Grounded in ethics.
AIM-UP was built because the tools that shape people's careers should be as rigorous, transparent, and human-centered as the decisions they support.
Consent-based, always
Every input is voluntary. Every participant knows what they are sharing, why, and what happens to it. That is not a compliance checkbox, it is how you get honest data. And honest data is the only kind worth building on.
Explainable by design
No black boxes. No mystery scores. No categories that reduce people to types. Every insight has a rationale leaders can read, explain, and stand behind, including in a CFO meeting or board presentation.
Human judgment stays central
AIM-UP surfaces patterns. Leaders make decisions. The tool never replaces the person accountable for the outcome, at any stage. That separation is not a limitation. It is the design.
Development, not surveillance
What someone shares to grow should never be used against them. AIM-UP signals are explicitly separated from performance management. That line is architectural, not a policy. It is built into how the system works.
Consent-based architecture
Individual data is never used for automated employment actions. As AI employment regulation tightens, our architecture is already positioned for the standards that are coming, not just the ones that exist today.
Behavioral science, not scoring
No personality typing. No identity claims. Reflective summaries that help people understand themselves and how they work, not categories that follow them around. The methodology holds up under scrutiny because it was built under scrutiny.
Amplified by AI.
Led by People.
AIM-UP applies AI to structure, synthesize, and surface behavioral alignment data at scale. The AIM-UP Alignment Engine processes inputs and returns explainable patterns. Your leaders decide what to do with them.
- ✕No black-box scoring system
- ✕No personality typing engine
- ✕No automated employment actions
- ✕No surveillance analytics
- ✕No hiring / pre-employment assessment
- ✕No replacement of leadership judgment
Every insight is explainable.
Every input is voluntary.
Every decision stays with your leaders.
AIM-UP strengthens judgment.
It never automates away
the human in the room.
AI to strengthen people. Not replace them.
Purpose-built from day one. Proven in practice.
AIM-UP is live, piloting with organizations, and building the dataset that turns behavioral alignment from a concept into a defensible, measurable foundation. We are not scaling prematurely. We are building with the right partners first, because the methodology only holds if it holds under real conditions.
Independently validated methodology.
Including a behavioral analysis firm that tested the methodology under their own scrutiny. The science holds because it was built to be questioned.
Structured. Delivered. Supported.
Structured baseline assessment, dedicated lead, defined delivery timeline. Individual snapshots, cohort report, executive brief. We do not hand you a login and walk away.
Formative deployment phase.
We are working with a select number of organizations whose real succession and alignment challenges are shaping the platform. Design partners receive direct founding team access and preferred investment.
We are building trust through transparency and results.
Transparent methodology
Every insight is grounded in a validated, peer-reviewed framework. We do not claim magic. We show our work.
Human-centered design
Every product decision starts with the question: does this help people grow, or does it reduce them? The answer determines what we build.
Built for the standards coming
Our consent-based architecture is already positioned for AI employment regulation, not just the rules that exist today.
The organizations that shape this category will be the ones who lead it.
AIM-UP is in a formative deployment phase, working with a select number of organizations whose real succession and alignment challenges are shaping the platform. Design partners receive direct founding team access and preferred investment.
We are not scaling prematurely. We are building with the right partners first, because the methodology only holds if it holds under real conditions.
Aspire · Inspire · Motivate · Unify