For independent Belbin-certified consultants
Give your Belbin reports a life after the workshop ends
Peerforce keeps your assessments working for your clients long after the sticky notes come down — and keeps you the person they call next.
Get a demoCo-ordinator · engineer #4 — gap: release mgmt
Completer-Finisher · engineer #7 — gap: observability
sources: belbin_profiles · skills_matrix · dev_plans
What changes
Your assessment stops being a deliverable
Your reports stop gathering dust in a drawer — they become a live tool your client actually uses
Stay embedded in the client relationship long after the workshop ends, not one-and-done
A new referral revenue stream, when a client you bring on adopts Peerforce
No extra work for you — you run the same workshop; Peerforce does the rest
In ninety seconds
Belbin, from theory to real life
Nothing is sent to YouTube until you press play.
The model
Three things, connected
01
Soft skills
Your Belbin profiles, structured and queryable, permanently.
02
Hard skills
Layered on top: certifications and technical competencies per person.
03
Operational data
Connected to the client's real systems, so team decisions are grounded in what's actually happening, not just in the workshop room.
Why it holds up
Your methodology, your relationship
Your methodology, your credit — Peerforce runs on your assessments; it doesn't replace your work.
Client data stays with the client — read-only, MCP-native, nothing copied out.
You keep the relationship — Peerforce is a reason the client keeps calling you, not a reason to skip you.
Case study
"Mira"
How Peerforce ended a 20%+ engineering turnover in four months
Mira is a creative technology company applying AI to advertising and audiovisual production. Real client, name changed for confidentiality.
The problem
Their engineering team held highly specialized, largely undocumented knowledge — and it was walking out the door. Rotation ran above 20% a year, well past the healthy ceiling of around 13%. Every departure took months to replace, because nobody arrives already knowing this kind of system.
The solution
Mira already had Belbin profiles for their engineers, from an earlier workshop — sitting unused. Peerforce loaded them alongside a skills-gap analysis of what each role actually required, and turned two static reports into one live, comparable profile per engineer. From there, Peerforce built an individual development plan for every person: what can't change (their working style) paired with what can (their skills gaps) — three concrete, measurable goals per engineer, per year. No two plans were the same, because no two engineers were.
The results
Implementation began in March. The last engineer to leave did so two months later. In four months, rotation reached zero — and it stayed at zero for the next 34 months, until a change in ownership brought a different approach to staffing, and rotation returned. The plans, not the market, were doing the work.
Read the full story →How it works
The profile you handed over, still working
Peerforce takes the Belbin profiles you've already delivered and keeps them alive — layered with hard skills and connected to your client's real operational data, so the profile you handed over in a workshop becomes something they can query every week, long after you've left the room.
The technical integration is handled entirely by our team.
The next step
See what Peerforce can do
Tell us about your practice. We'll show you what your Belbin reports could be doing for you.