The Career Continuity Platform for regulated UK employers
Roles end.
Careers don’t.
AI is changing what your people do faster than most organisations can respond. Forta manages the whole transition. We diagnose where roles are exposed, validate where your people can move inside the business, retrain them through funding that already exists, and place them into higher value work. The audit is where it starts. The career outcome is what we are accountable for.
One career, managed end to end
Clerical Administrator → Financial Crime Analyst
Illustrative journey · building society, 2,400 staff
Audit
Role scored high exposure in the two-week audit
Validate
Analyst pathway confirmed with employer sign-off
Retrain
Twelve-week programme through existing levy funding
Redeploy
Placed into financial crime team, day one supported
EvidenceIn progress
30 and 90-day checkpoints confirmed in post
Outcome
Re-employed · still in post at 90 days
The problem
AI is displacing tasks faster than employers can move people.
The shift is not a future event. Tasks inside real roles are being automated now, across financial services, professional services, and the public sector. Most organisations can see the capability arriving but have no structured way to answer the questions that follow. Which roles are exposed. Which of those people can move into higher value work. What it costs to do nothing.
Left unmanaged, displacement becomes redundancy by default. That is the most expensive and least defensible outcome available: severance, consultation exposure, lost institutional knowledge, and the cost of rehiring when the gap reopens. There is a better path, and it is a managed one.
Independent analysis points to a large share of UK roles holding tasks exposed to automation over the coming years. Drawn from published research including the IMF, ONS, and Morgan Stanley AlphaWise. We do not present a single hard percentage as fact.
Seven million additional workers could be under‑skilled for their job requirements by 2030.
Industrial Strategy Council
UK Skills Mismatch in 2030 · government-commissioned analysis, 2019
That is roughly a fifth of the labour market. The employers who close that gap will do it years before 2030, not in it. The window for a managed transition is open now, and it narrows every quarter that displacement runs ahead of planning.
- CapabilityAutomation is reaching tasks that sit inside skilled, regulated roles, not just routine ones.
- RegulationNo UK law mandates a workforce transition audit today. Moving early is a readiness and first-mover position, not a compliance requirement.
- Public fundingRetraining routes already exist. Forta identifies the routes you are eligible for and validates them with providers as part of the plan.
The Forta method
Five stages.
One accountability structure.
The audit gets you a diagnosis. Forta is accountable for what happens after it. Internal redeployment comes first, because the cheapest and strongest outcome is keeping your people and moving them up.
We map your workforce against task-level automation exposure and group roles into families. You receive a board-ready diagnostic that shows where exposure sits, ranked by tier, with the evidence behind every call. Delivered in two weeks.
We pressure-test the diagnosis against your real data and confirm the cohorts. We identify the funding routes you are eligible for and validate them with providers, then sequence a costed transition plan you can take to the board.
We retrain affected people toward the roles your business actually needs next, using AI-native methods and the funding routes confirmed in Validate. Cost is kept low because the funding already exists.
Internal first. We move people into higher value roles inside your organisation wherever possible. Where a role genuinely cannot be retained internally, we support external placement as a managed, dignified exit rather than a redundancy.
We re-baseline annually and document outcomes, so the next board conversation starts from proof, not projection. This is how the principle holds: claims scale with evidence.
The operating principle
“We do not scale claims faster than we scale evidence.”
Forta is pre-traction by design. Every claim we make is scoped to what delivery has actually proven. That is what makes us safe to bring into a regulated business.
The evidence base
Built on published research. Assumptions on the page.
In a market full of confident predictions, the strongest position is a checkable one. The Forta exposure methodology draws on published research and official statistics, applied deterministically. Where the model uses assumptions, such as cost and transition factors, they are stated in the report so your team can challenge them. You should not have to take our word for anything.
Read our published research→Our thinking
The research hub.
White paper
The Managed Transition
The overview paper. Why workforce transition is now a board matter, and how a managed transition is structured.
Methodology
How Forta scores exposure
The methodology white paper. How exposure is scored, deterministically, with every source cited.
Regulatory
The regulatory landscape map
EU AI Act, UK GDPR, SMCR and the Equality Act, mapped to what a workforce transition actually requires.
The business case
The business case your board will accept.
The honest case for managed transition is not a fantasy saving on salaries you were never going to keep paying. It is the cost you actually incur when displacement is handled badly, set against the cost of handling it well. We build the model on costs your finance team recognises, in ranges, with the assumptions on the page.
Severance and consultation
The direct cost of exits done reactively, including collective consultation duties and the management time they consume.
Tribunal and legal exposure
The risk and cost attached to redundancies that cannot be shown to be fair, reasonable, and properly consulted.
Lost knowledge and rehire
The institutional knowledge that walks out of the door, and the cost of rehiring when the same capability gap reopens later.
Reputation and ESG
The harder-to-price but board-level cost of being seen to cut rather than transition, with employees, customers, and regulators watching.
A managed transition is set against these costs, not against an imaginary replacement bill. We will show you the model and the ranges before you ever take it upstairs.
See a sample audit report→The team
Built by people who place careers for a living.
Forta pairs deep workforce and AI methodology with established recruitment and placement infrastructure. The diagnosis is rigorous. The placement is real.
Founder
Julian Jenkins
Methodology · Evidence standard
Three decades across sports business and entertainment, with applied AI authority built through automation and content ventures. Julian owns the workforce transition methodology and the evidence standard the business runs on.
Founding Partner
Dale Williams
Founder of Recolution Group
Founder of Yolk Recruitment, built from 2009 into one of the UK’s most recommended recruitment groups. Dale brings the placement infrastructure, office capability, and live employer relationships that make Forta a transition partner rather than a report writer.
For the people affected
The fear is rational.
The response should be too.
People are right to be worried about what AI means for their work. A managed transition only earns trust if the people inside it are treated properly. These commitments are structural. They are built into how the methodology works, not added as reassurance.
We assess roles, never people.
The Forta audit scores role families against task-level exposure evidence. It does not profile, rank, or score any individual, and no AI makes decisions about anyone. That is a design constraint, not a policy.
Anonymous by design.
Candidate records in the platform are held under anonymous references. No personal data flows through exposure scoring, and nothing in an audit can be traced back to a named employee.
Internal moves come first.
Our delivery sequence puts internal redeployment ahead of any external option. The strongest outcome for both sides is people moving into higher value work inside the organisation they already know.
Exits are managed, not defaulted.
Where a role genuinely cannot be retained, our operating default is a planned, funded, supported move into real external work. A managed exit with a destination is a different event from a redundancy letter.
Before you engage
What boards ask before they engage.
Straight answers, scoped to what we can stand behind. Where a question touches law, we say plainly what the audit does and does not do.
What is Forta?
Forta is a managed workforce transition partner for regulated UK employers. We diagnose where AI is displacing roles, validate where people can move, retrain them through existing funding, and place them into higher value work. The two-week audit is the entry point to a full transition service.
How does Forta assess AI displacement risk?
We assess at the level of tasks, not job titles. We map the tasks inside each role against current automation capability, group roles into families, and rank exposure by tier. You receive a board-ready diagnostic with the evidence behind every call, delivered in two weeks.
Does the audit cover the EU AI Act or algorithmic management rules?
No, and we are clear about that. Those regimes govern AI used to manage and make decisions about workers, which is a different question from task displacement. Forta covers workforce transition readiness. It complements those obligations but does not satisfy them, and we never present it as legal advice.
Which UK sectors does Forta serve?
Mid-market regulated employers, with a focus on financial services, professional services, and the public sector. These are the organisations facing real task displacement alongside genuine consultation, fairness, and reputation obligations.
How much does a Forta engagement cost?
The diagnostic is offered to founding clients at preferential terms while we build references, rising to list price once those references exist. The transition stages that follow are scoped to the plan we validate together. Founding clients get board-ready quality with risk reversal: if the diagnostic is not board-ready, we revise it.
How is Forta different from generic HR or workforce planning tools?
Workforce analytics tools tell you what might happen. They hand you a dashboard and leave. Forta is accountable for the outcome: we diagnose, we route the funding, we retrain, and we place people. The moat is delivery and placement, not commentary.
Founding cohort
Be there
at day one.
Forta is opening a limited founding cohort now. Founding clients shape the methodology, receive preferential terms and risk reversal, and become the reference cases this category will be built on. If your organisation is facing AI-driven workforce change and you would rather manage it than be managed by it, start the conversation.
No obligation. We will reply personally, not with an automated sequence.
