Most organizations operate in disconnected silos: recruiting uses one system, onboarding another, and performance management lives elsewhere. The result is a systemic communication breakdown where critical information never moves between stages. Candidates are hired on vague expectations, onboarded without clarity, and evaluated on goals that rarely match what they were brought in to achieve. This breeds chronic misalignment that compounds over time, wasting potential, slowing growth, and preventing talent from driving measurable business outcomes.

The disconnect isn't just inefficient; it's deeply costly. Every step of the talent lifecycle becomes friction instead of acceleration. Recruiters spend enormous effort securing ideal candidates, only to hand them off into onboarding systems that ignore the context and strengths that made them exceptional. Managers inherit employees without alignment or direction, left to piece together intent after the fact. Left unchecked, this fragmentation is bound to erode the very foundation of organizational performance.