People first

Measure HR processes through play. Measure safety through play. Measure development through play. Measure potential through play. Turn surveys into a game. Turn training into a game. Turn know-how into a game. Turn onboarding into a game.

Book a demo

AcmeChapter 1/4Brief

What shall we gamify?

Pre-shift check

Expert 1xCreate

HR writes what it needs.

0:00 / 0:25

Industries

Pick an industry, see it at work.

RetailMany stores, small teams, high turnover
Sample game: Till Shift
AviationFew sites, deep expertise, strict rules
Sample game: Hangar Shift
Facilities managementScattered sites, teams on client premises
Sample game: Hygiene Round
E-commerceWarehouses that grow at peak
Sample game: Warehouse Morning
Parcel deliveryHubs, plus couriers working alone
Sample game: Courier Round
BankingWide branch network, a rule for every transaction
Sample game: Branch Counter

All industries

ROI

Turnover has a price.

The calculator puts a figure on it.

Four pillars

People at the centre, AI, data and agents around them.

PeopleA person always decides.

AITurns rules and problems into games.

DataEvidence from games, tasks and behaviour.

AgenticMilo runs promotion on its own.

Key roles

Cashiers, operators, production workers, loaders, cleaners. Each of these jobs is a craft to learn and measure.

CashierRight totals, calm words, a moving queuePlay the game
Forklift operatorSafe driving, balanced loads, pedestrians firstPlay the game
Production workerQuality checks, when to stop the linePlay the game
LoaderSafe handling, loading in orderPlay the game
CleanerHygiene standards, safe chemicals

Same measure for all: four bands, no percentile ranks, a bias rule that stays on.

Parts of the platform

Agentic Game StudioEight blocks, a game for every moment at work.
See more
Knowledge to gameKnowledge Base text becomes a game via an approved plan.
1. Knowledge Base
2. Game plan
3. Build
See more
Measurable gamesReady-made games for frontline teams.
See more
Sectors
See more
ReportBands, decision quality per scene, and Milo.
See more

Brochure

Take ScopeHR to the team.

Studio, Santi and Milo, the games, the report and decent work, in one PDF for HR and leadership.

Download PDF View online

Agentic Game Studio

Every game, built from eight blocks.

PlanPick the moves, build the plan.
SequencePut the steps in order.
ReplyBuild the answer piece by piece.
Spot the errorFlag the wrong lines.
AssignRight person, right job.
SortEach card in its box.
MeasureSet the value on the ruler.
TalkPick a line; they answer.

See Studio

Characters

Santi for the games, Milo for promotion.

Tap a character to ask.

Milo, the AI agent coach for promotion

From radar to promotion kit, the manager decides.

Milo looks at the fine detail: filling evidence gaps, preparing promotions and leaving the decision to the manager.

5 agentsPlannerEvaluatorJudgeNote-takerReminder

1Radar finds candidatesOpens each promotion cycle on schedule, on written rules.
2Milo adds the evidencePlans the right game for missing evidence.
3The manager decidesThe agent suggests, a person decides.
4Then the promotion kitA personal kit for each promoted person's new role.

Milo's agentsThresholds, calendar and instructions stay with HR.

Decent work

Frontline or office, decent work.

1999The ILO puts decent work on its agenda.
2015Its four pillars join the UN 2030 Agenda.
Goal 8Decent work and economic growth for all.
TodayOur mission: Human Development Intelligence.

Defined in five partsSource: ILO, Decent work

ILO: Better prospects for personal development and social integrationTrain, measure, retrain in one loop. Milo builds each promotion on evidence.

Our focus

Four pillars

Employment creation
Rights at work
Social protection
Social dialogue

Gender equality runs through all four

Promotion kit

Day one in the office: laptop, welcome pack. Why not on the forklift?

Alex's situationChange the situation, the suggestion follows.

PersonaliseLimit reached

For everyone

Letter of congratulations
Role guide and first 30 days
New ID card and pin
Mentor: a seasoned shift supervisor

Alex

Digital cardSample kitCongratulations, Alex!Forklift operatorShift supervisor

You earned this. We're with you from day one in your new role.

Mentor: a seasoned shift supervisor
Evening shift meal card
Course and certification support

Evidence: Forklift Training, StrongFrom: shift manager

First 30 days

1Week 1: open and close shifts with your mentor
2Week 2: lead the forklift safety walk
3Week 3: write the shift plan together
4Week 4: your first team meeting

Why now

Research and rules point the same way.

In the EU, AI used for promotion and performance evaluation counts as high-risk; those rules apply from 2 December 2027.EU AI Act, Annex III Article 113 (2026)
The EU Pay Transparency Directive requires objective, gender-neutral criteria for pay progression; national laws were due by 7 June 2026.Directive (EU) 2023/970
Employers expect 39% of workers' core skills to change by 2030.World Economic Forum, Future of Jobs Report 2025
Global employee engagement fell to 20% in 2025, its lowest level since 2020.Gallup, State of the Global Workplace 2026

All sources

Write a brief. Get a game.

Book a demo Try a game

byScopePlusLoading

People first

Measure HR processes through play. Measure safety through play. Measure development through play. Measure potential through play. Turn surveys into a game. Turn training into a game. Turn know-how into a game. Turn onboarding into a game.

Book a demo

AcmeChapter 1/4Brief

What shall we gamify?

Pre-shift check

Expert 1xCreate

HR writes what it needs.

0:00 / 0:25

Industries

Pick an industry, see it at work.

RetailMany stores, small teams, high turnover
Sample game: Till Shift
AviationFew sites, deep expertise, strict rules
Sample game: Hangar Shift
Facilities managementScattered sites, teams on client premises
Sample game: Hygiene Round
E-commerceWarehouses that grow at peak
Sample game: Warehouse Morning
Parcel deliveryHubs, plus couriers working alone
Sample game: Courier Round
BankingWide branch network, a rule for every transaction
Sample game: Branch Counter

All industries

ROI

Turnover has a price.

The calculator puts a figure on it.

Four pillars

People at the centre, AI, data and agents around them.

PeopleA person always decides.

AITurns rules and problems into games.

DataEvidence from games, tasks and behaviour.

AgenticMilo runs promotion on its own.

Key roles

Cashiers, operators, production workers, loaders, cleaners. Each of these jobs is a craft to learn and measure.

CashierRight totals, calm words, a moving queuePlay the game
Forklift operatorSafe driving, balanced loads, pedestrians firstPlay the game
Production workerQuality checks, when to stop the linePlay the game
LoaderSafe handling, loading in orderPlay the game
CleanerHygiene standards, safe chemicals

Same measure for all: four bands, no percentile ranks, a bias rule that stays on.

Parts of the platform

Agentic Game StudioEight blocks, a game for every moment at work.
See more
Knowledge to gameKnowledge Base text becomes a game via an approved plan.
1. Knowledge Base
2. Game plan
3. Build
See more
Measurable gamesReady-made games for frontline teams.
See more
Sectors
See more
ReportBands, decision quality per scene, and Milo.
See more

Brochure

Take ScopeHR to the team.

Studio, Santi and Milo, the games, the report and decent work, in one PDF for HR and leadership.

Download PDF View online

Agentic Game Studio

Every game, built from eight blocks.

PlanPick the moves, build the plan.
SequencePut the steps in order.
ReplyBuild the answer piece by piece.
Spot the errorFlag the wrong lines.
AssignRight person, right job.
SortEach card in its box.
MeasureSet the value on the ruler.
TalkPick a line; they answer.

See Studio

Characters

Santi for the games, Milo for promotion.

Tap a character to ask.

Milo, the AI agent coach for promotion

From radar to promotion kit, the manager decides.

Milo looks at the fine detail: filling evidence gaps, preparing promotions and leaving the decision to the manager.

5 agentsPlannerEvaluatorJudgeNote-takerReminder

1Radar finds candidatesOpens each promotion cycle on schedule, on written rules.
2Milo adds the evidencePlans the right game for missing evidence.
3The manager decidesThe agent suggests, a person decides.
4Then the promotion kitA personal kit for each promoted person's new role.

Milo's agentsThresholds, calendar and instructions stay with HR.

Decent work

Frontline or office, decent work.

1999The ILO puts decent work on its agenda.
2015Its four pillars join the UN 2030 Agenda.
Goal 8Decent work and economic growth for all.
TodayOur mission: Human Development Intelligence.

Defined in five partsSource: ILO, Decent work

ILO: Better prospects for personal development and social integrationTrain, measure, retrain in one loop. Milo builds each promotion on evidence.

Our focus

Four pillars

Employment creation
Rights at work
Social protection
Social dialogue

Gender equality runs through all four

Promotion kit

Day one in the office: laptop, welcome pack. Why not on the forklift?

Alex's situationChange the situation, the suggestion follows.

PersonaliseLimit reached

For everyone

Letter of congratulations
Role guide and first 30 days
New ID card and pin
Mentor: a seasoned shift supervisor

Alex

Digital cardSample kitCongratulations, Alex!Forklift operatorShift supervisor

You earned this. We're with you from day one in your new role.

Mentor: a seasoned shift supervisor
Evening shift meal card
Course and certification support

Evidence: Forklift Training, StrongFrom: shift manager

First 30 days

1Week 1: open and close shifts with your mentor
2Week 2: lead the forklift safety walk
3Week 3: write the shift plan together
4Week 4: your first team meeting

Why now

Research and rules point the same way.

In the EU, AI used for promotion and performance evaluation counts as high-risk; those rules apply from 2 December 2027.EU AI Act, Annex III Article 113 (2026)
The EU Pay Transparency Directive requires objective, gender-neutral criteria for pay progression; national laws were due by 7 June 2026.Directive (EU) 2023/970
Employers expect 39% of workers' core skills to change by 2030.World Economic Forum, Future of Jobs Report 2025
Global employee engagement fell to 20% in 2025, its lowest level since 2020.Gallup, State of the Global Workplace 2026

All sources

Write a brief. Get a game.

Book a demo Try a game

Measure HR processes through play. Measure safety through play. Measure development through play. Measure potential through play. Turn surveys into a game. Turn training into a game. Turn know-how into a game. Turn onboarding into a game.

Pick an industry, see it at work.

Turnover has a price.

What staff turnover costs each year.

People at the centre, AI, data and agents around them.

Take ScopeHR to the team.

Every game, built from eight blocks.

Santi for the games, Milo for promotion.

From radar to promotion kit, the manager decides.

Frontline or office, decent work.

Day one in the office: laptop, welcome pack. Why not on the forklift?

Research and rules point the same way.

Write a brief. Get a game.

Measure HR processes through play. Measure safety through play. Measure development through play. Measure potential through play. Turn surveys into a game. Turn training into a game. Turn know-how into a game. Turn onboarding into a game.

Pick an industry, see it at work.

Turnover has a price.

What staff turnover costs each year.

People at the centre, AI, data and agents around them.

Take ScopeHR to the team.

Every game, built from eight blocks.

Santi for the games, Milo for promotion.

From radar to promotion kit, the manager decides.

Frontline or office, decent work.

Day one in the office: laptop, welcome pack. Why not on the forklift?

Research and rules point the same way.

Write a brief. Get a game.