Workforce AI Impact Assessment
AI impact on the workforce — roles, skills, and structural exposure — on AIR readiness and a GENOMIA picture of the organization.
Why this engagement exists
Workforce AI impact is handled as communications, not analysis. Leadership announces transformation; HR fields anxiety; and nobody has a role-level picture of which jobs change, which skills become critical, and where the organization is structurally exposed.
What it looks like in your organization
- AI workforce impact is discussed in town halls but never analyzed at role level.
- Reskilling programs are launched without knowing which roles actually change.
- Key-role exposure to AI displacement or augmentation is unknown until attrition reveals it.
- Unions, works councils, or boards ask for an impact picture nobody can produce.
What we do and how it works
AIR profiles the readiness and capability picture; GENOMIA maps the organizational structure the impact lands on. Together they produce a role-level impact map, a skills-gap analysis, and a transition plan leadership can communicate and execute — not a change-management deck.
The engagement includes
- AIR band and GENOMIA size × complexity scoping
- Role-level AI impact mapping across the scoped organization
- Skills-gap and reskilling priority analysis
- Structural exposure analysis: key roles, dependencies, and concentration
- Workforce transition plan leadership can communicate
What you take away
Every deliverable is named, formatted, and tied to the outcome it enables. Nothing ships as a deck with no use.
Role-level AI impact map
Impact mapWhich roles are augmented, transformed, or displaced by the AI workloads in scope — at role level, not department level.
Leadership and HR operate from a factual impact picture, not speculation.
Skills-gap and reskilling priorities
Gap analysisThe skills that become critical, the gaps that exist today, and the reskilling sequence that closes them.
Reskilling investment goes where the impact actually lands.
Structural exposure analysis
Exposure analysisKey-role concentration and dependency exposure: where AI impact hits the people the organization cannot lose.
Succession and continuity risk is visible before it becomes a crisis.
Workforce transition plan
Transition planThe sequenced transition: communications, reskilling, role redesign, and timing.
The workforce change is managed as a plan, not as fallout.
How this engagement runs
Scope the organization
Week 1AIR band and GENOMIA size × complexity are confirmed. The scoped organization determines the depth of the role-level analysis.
A priced scope: which parts of the workforce are analyzed.
Map the impact
Weeks 1–3Roles are mapped against the AI workloads in scope: augmented, transformed, or displaced, with evidence per role.
A factual picture of how AI lands on the workforce.
Analyze the gaps
Weeks 3–4Skills gaps and structural exposure are analyzed: what becomes critical, who holds it, and where concentration creates risk.
Reskilling and continuity priorities are quantified.
Write the transition
Weeks 4–5The transition plan is assembled — communications, reskilling, role redesign — and closed with a readout leadership can deliver.
A workforce transition leadership can communicate and execute.
How the fee is built
The engagement fee moves on three multipliers — sensitivity, involvement, and organization type — and the platform units the work consumes are their own lines. Nothing is hidden inside a flat number.
Sensitivity
×0.90 – ×1.30 on the engagement feeSensitivity sets the handling envelope around the whole engagement: how data moves, where evidence lives, who can touch it, and what containment we must maintain. Higher sensitivity means cleared handling, segregated evidence, and slower, more deliberate operations — real cost that a flat fee would hide.
Open information. Standard handling, no containment overhead.
Proprietary business information. NDA-grade handling and controlled evidence storage.
Compliance-bound data. Framework controls and audit-ready evidence handling shape the work.
Defense-grade pathways. Cleared handling, boundary containment, and evidence segregation inside your perimeter.
Involvement
×0.85 – ×1.35 on the engagement feeInvolvement is how much Multipolar operator time is on the hook. Counsel at checkpoints is a different commitment than embedded delivery inside your team, your systems, and your cadence. The multiplier tracks senior hours actually committed — not a markup.
We advise and interpret; your team executes. Senior counsel at defined checkpoints.
We run the engagement end to end, with your stakeholders at the decision points.
Embedded delivery. Our operators work inside your team until the outcome is actually in place.
Organization type
×0.85 – ×1.25 on the engagement feeThe same technical work lands differently depending on who is buying it. Federal and defense engagements carry procurement, compliance, security review, and stakeholder alignment that a mid-market engagement does not. The multiplier prices the coordination and accountability surface, not the analysis.
Fewer stakeholders, faster decisions, lighter coordination overhead.
The baseline: standard commercial engagement surface.
Public-sector procurement and multi-agency stakeholder surface.
Investment-platform cadence: deal-driven timelines and IC audiences.
Joint-delivery and enablement motions with partner delivery teams.
Assurance functions: evidence standards and underwriting audiences.
Federal procurement, compliance crosswalks, and multi-office alignment.
Mission-critical review, security handling, and acquisition-process alignment.
Scope & scale of platform units
The largest component of most totalsEvery engagement consumes platform units — CYBAIR workloads, AIR organization bands, GENOMIA twins, WINS scenarios, SiliconAIR systems. Units track your estate, not our appetite for flat pricing: an 8-workload assessment and a 50-workload assessment are different engagements and are priced as such. You set the scope in the configurator; the total moves with it, and nothing is quietly under-scoped to fit a number.
Simulation compute
Estimated until configured · billed on actualsWINS simulations carry real compute costs that scale with scenario count, branching depth, and campaign length. A focused single-scenario game and a sustained multi-agent campaign are orders of magnitude apart. Facilitation and after-action are in the fee; compute is estimated once the game is configured, then billed on actuals — you pay for what actually runs, never a padded average.
Platform units in this engagement
Units track your estate, not our appetite for flat pricing. You set the scope; the total moves with it. Each unit below is consumed by this engagement and billed as its own line.
The organization or portfolio profiled against the AIR readiness ontology, sized by headcount and portfolio breadth.
The size of the organization being assessed: people, portfolios, and the systems that matter. A 200-person shop profiles at the Small band; a 10,000-person multi-portfolio enterprise profiles at Large or Extra-large.
The organizational twin: people, skills, systems, dependencies, and projects modeled as a living graph.
Headcount or agency count sets the size band; structural complexity multiplies it. Multi-system, contested, or mission-critical environments cost more to model because they are more to model.
What the engagement fee covers
- Scoping, workshops, and interpretation
- Every deliverable listed on this page
- Cross-framework mapping where the package includes compliance
- Executive translation — board, program-office, or IC language
- Handoff and a defensible next-step recommendation
What it does not cover
- Platform units consumed by the work (shown as their own lines)
- WINS simulation compute (estimated, then billed on actuals)
Frequently asked questions
It produces the analysis and transition plan that change management executes. The impact map, skills gaps, and structural exposure come first.
Ready to brief us on the Workforce AI Impact Assessment?
We choose who we work with and confirm scope, capacity, and final pricing in the briefing.