Structured self-knowledge tools deployed at enterprise scale — for onboarding, leadership transitions, team restructuring, outplacement, and DEI. HR directors and L&D teams use these titles to give employees a document they can sign, keep, and build from. Not a module. Not a survey. An artifact.
Most corporate development programs produce certificates. This system produces documents — a signed identity map, a leadership charter, a transition plan. Employees carry something real out of every program you run. Organizations that deploy at scale report faster onboarding, stronger retention, and measurable engagement in DEI and wellness programs. The math favors keeping people: replacing an employee who leaves can cost an organization from half to twice that person’s annual salary in recruiting, ramp-up, and lost momentum.
Dozens of titles across workbooks, journals, and conversation guides — each built on dozens of clinical frameworks and designed to produce a document an employee can sign and act on. HR teams assign titles by program. Employees complete them in the format that fits their schedule. Every title ends with an artifact — a signed document that makes identity, values, or transitions concrete and portable.
Hands-free guided experience. The employee listens, pauses, answers, continues. Completable during a commute, on a walk, or between meetings. We remove the obstacle between assignment and completion.
Complete any workbook directly in the browser. Answers saved, organized, and exportable. No printing, no scanning. The employee works at their own pace, in whatever moments fit their schedule.
Assign titles by cohort, track completion rates, and receive aggregate program data. Employees control the privacy of their own responses. You see what they choose to share with the organization.
One question at a time, with context and support at each step. You can customize the guided fill experience with your organization's voice, your values, and the scenario that fits each program.
For employees who prefer paper. Every workbook has a print edition. Companion journals extend the work into daily practice. Iris codes allow employees to photograph and digitize their responses.
Order print editions at volume pricing with your organization's logo on the cover. Delivered to your office or directly to remote employees. Ready to distribute the day it arrives.
New hires complete the Getting Started Identity Workbook in their first two weeks. Before they learn the org chart, they name who they are — their strengths, their values, how they do their best work. Managers receive an artifact they can build the relationship around. Onboarding becomes personal, not procedural.
Promoted leaders complete the Executive Identity workbook before they step into the new role. They name their leadership identity, their boundaries, their decision-making style, and how they show up under pressure. They enter the role knowing themselves. Their teams know what to expect.
When teams merge, split, or reform, every member completes a structured identity exercise. The group can see what each person contributes, what they need, and how they work. Restructuring becomes a naming exercise, not an uncertainty spiral.
Employees in outplacement receive a structured transition kit — their career identity, their transferable strengths, their next chapter plan. They leave with a document. Outplacement firms deploy these titles at scale as the core of their transition program.
Structured identity tools that give every person in the room a way to name their experience, their values, and what they bring to diverse teams. DEI becomes a naming exercise grounded in each person's own words — not a survey they forget by Friday.
Wellness program managers deploy identity and values workbooks as the foundation of any well-being initiative. Employees who can name what matters to them are better positioned to act on it.
Marcus Rivera, 29 — Chicago · New Hire, Software Engineering
Three weeks into the job. Smart, capable, already quiet in meetings. He doesn't know yet what his manager knows: he tends to underestimate what he brings and wait to be asked.
"I don't want to seem like I think I know everything. So I wait."
His manager assigns the New Hire's Getting Started Workbook as part of onboarding. Marcus names his work style, his strengths, what he needs to do his best thinking, and how he prefers to receive feedback. He produces a signed First 90-Day Identity Map. His manager reads it before their one-on-one. The meeting opens with: "I read what you said about needing time to think before you respond in group settings. Let's design our standups around that." Marcus stops waiting to be asked. He knows his manager sees him.
For your program: The workbook gave Marcus a structure to name himself professionally — and gave his manager a document to build the relationship around from day one.
See the New Hire's Getting Started WorkbookDiana Chen, 44 — Seattle · VP promoted to Chief People Officer
Eighteen years at the company. Knows the culture better than anyone. Now she's leading the people function for 3,200 employees — and she's not sure who she is in this new room.
"I've always been the one who says yes. I need to figure out what I'm going to say no to now."
Her HR business partner assigns the Executive Identity workbook before she delivers her first all-hands. Diana names her leadership identity, her decision-making style, and the boundaries she needs to operate from her best self. She produces a signed Leadership Charter. It goes to her direct reports before the first team meeting. She walks in as someone who has already introduced herself — not someone the team is still reading.
For your program: The workbook gave Diana a structured way to know herself as a CPO before others started to define her — and gave her team a document that started the relationship on solid ground.
See the Executive Identity workbookTerrence McAllister, 52 — Atlanta · Director, laid off after 19 years
His division was eliminated on a Tuesday. He was told it was not about performance. He knows that. He still doesn't know who he is without the title he held for a decade.
"I've been 'Director of Operations at Hendricks Group' for so long I don't know what else I am."
His outplacement firm deploys the Getting Started Identity Workbook and a career transition companion as the foundation of his transition program. Terrence names his transferable strengths, his values, and what a next chapter that fits who he is can look like. He produces a signed Career Identity Statement — not a résumé summary, but a declaration of what he brings and where it belongs. He goes into interviews knowing exactly what to say when they ask him to tell them about himself. He takes the first offer that fits, not the first offer that arrives.
For your program: Outplacement firms that deploy these titles give employees a document to carry forward — not just support for a moment, but a foundation for the next chapter.
See the outplacement titlesCustom-branded editions of any title in the catalog — your organization's logo on the cover, your values and language in the guided fill experience, our question methodology underneath. Delivered at volume to every location you run programs in. Employees see the organization investing in them. You see the methodology protecting the investment.
Employees see their organization. They experience a methodology built to work.
Titles are organized into two categories: titles the organization deploys to employees as part of a program, and titles the organization deploys to individuals facing a specific transition or need. Every card shows what the title contains, who it goes to, and when to assign it.
These titles are assigned by HR, L&D, or program managers as part of a structured program — onboarding, leadership development, DEI, restructuring, or wellness. Deploy at 100–500+ copies.
These titles are assigned to specific employees navigating a transition, challenge, or milestone. HR partners, EAP programs, and outplacement firms deploy these at the individual level — as a benefit, a support resource, or a transition tool.
Assign by cohort or individual. Track completion. Receive aggregate program data. Employees control the privacy of their own responses.
Order at volume pricing with your branding. Delivered to your office or directly to remote and distributed employees anywhere.
Employees complete in the browser, via interactive audiobook, or guided fill. Works on any device. No app install required.
8:00 AM — Priya, VP of People, opens the program dashboard before the week starts. Fourteen new hires completed their Getting Started Identity Workbooks over the weekend. She sees completion rates, not individual responses. Her onboarding coordinator sees the same. Nobody reads anyone's private answers unless the employee chooses to share them.
9:30 AM — The L&D team runs a leadership cohort kickoff. Twenty-two newly promoted managers each completed the Manager Identity Workbook before arriving. The first thirty minutes of the workshop aren't spent on introductions. They're spent on the frameworks each manager named for themselves. The cohort already has a shared language.
11:00 AM — Three employees referred by the EAP program receive their assigned workbooks. One is in outplacement. One returned from parental leave last week. One is navigating a values conflict with a new manager. Each receives the title built for exactly their situation. HR doesn't have to explain what to do with it. The workbook does that.
1:00 PM — The DEI program team runs a belonging workshop. Every participant completed the Who I Am at Work workbook in advance. The facilitator opens with: "You've already named what you bring and what you need. Let's use that." The conversation starts from substance, not from an icebreaker.
3:00 PM — Benefits season opens. Wellness program managers send the What Matters at Work workbook to all 1,200 employees as part of the benefits enrollment sequence. Employees name what they need before they choose what to enroll in. The result: enrollment decisions that match actual priorities.
5:00 PM — Priya closes the dashboard. Three programs ran today. Every one of them ended with employees holding something — a signed document, an artifact, a plan. Not a certificate. Not a survey result. Something they can act on. That's what the system does.
Five programs. One Monday. Every employee leaves with a document that belongs to them. That's a Purpose Built Press deployment.
Employees complete onboarding modules and forget them by Thursday. Leadership development produces energy in the room that fades before the follow-up meeting. DEI programs generate conversation without commitment. Outplacement gives employees support but no structure for who they are becoming. Wellness initiatives measure participation, not change.
Employees leave every program holding a signed document. The new hire has a 90-day identity map their manager can build around. The promoted leader has a charter their team can trust. The outplaced employee has a career identity statement they can present in any interview. The DEI participant has named what they bring and what they need. Managers have something to act on. Programs have something to measure. And the artifacts stay with the employee long after the program ends.
Enterprise programs typically deploy 100–500 copies per program. Pricing below is per title. Multi-title program quotes available on request.
| 10–24 | 25–49 | 50–99 | 100–249 | 250+ |
|---|---|---|---|---|
| 15% | 20% | 25% | 30% | 35% |
Base price: $27.99 print per title (flagship workbook). Branded edition production quoted separately. Multi-title program quotes include combined volume across all titles in the deployment. 30-Day Guarantee. If this does not produce the program results you need, send it back. Physical editions only.
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