A year in numbers and the teams behind the impact
If we had to sum up 2025 in a single sentence, it would be this: HR teams are moving fast, and the pressure is very real. Between retention challenges, constant change, evolving management roles, and growing expectations placed on leaders, one thing became clear this year: organizations are looking for clarity, trust, and tools that truly help.
Before giving the floor to our teams, here’s a snapshot of the year in numbers.
2025 at a glance
- 73,689 logins to the AtmanCo platform
- 44,669 report downloads that helped companies hire, lead, and grow
- 1,200+ people attended public/private training sessions
- 227 new companies joined the AtmanCo family
- 356 new people became AtmanCo certified
- 12 product launches, updates and features
- 8 languages used to complete our psychometric assessments
- 19 countries where the AtmanCo platform was used
Behind every number are real people, real conversations, and real decisions. Here’s how each AtmanCo team experienced 2025, what we learned, and what we’re taking with us into 2026.
Partnerships & Nurturing
Growing relationships with intention
2025 marked the official launch of Nurturing as a standalone function at AtmanCo, made possible by our internal expansion. For Anaïs Pilon-Labbé, Director of Partnerships, the year was defined by the depth of relationships rather than their volume. This evolution also led to the creation of a new role, Client Success Advisor, designed to ensure continuity, strengthen support, and foster long-term relationships with partners and clients.
One of the strongest recurring themes in 2025 was the appreciation we received following an intervention. The thank-you’s were sincere, especially when teams received concrete follow-up resources such as the AtmanCo e-book: 6 Personality Styles to Spark Team Engagement. A simple but essential reminder: actions surrounding self-awareness, understanding of others, and collaboration go a long way in today’s context.
Partners also greatly valued:
- the integration of psychometric tools into their services
- a stronger rhythm around certifications and professional development
- generous, practical resources that are easy to use in the field
One question came up repeatedly throughout the year, reflecting a broader challenge: assessment integrity in the age of AI. These discussions reinforced the importance of AtmanCo’s core values: rigor, transparency, and trust, within any psychometric approach.
Looking ahead to 2026, partners are already talking about growth and visibility, particularly through events. Our presence alongside them plays a key role in strengthening credibility and facilitating meaningful conversations.
2025 takeaway: long-term relationships are built through consistency, generosity, and openness to collaboration.
Sales
Retention, performance, and sustainable systems
On the Sales side, 2025 was dominated by a single word: retention. According to Nanor Manoukian, Director of Client Relations and Business Development, conversations almost always revolved around:
- employee retention,
- competency development,
- and support for professional journeys.
While HR teams remain the primary point of contact, some openings were unexpected. Sectors such as agriculture, manufacturing, nonprofits, sales teams, and operations proved highly receptive to psychometrics, particularly to improve performance and team dynamics.
Another strong signal came from the economic context. Many organizations are operating in a constant state of urgency. The risk is relying on short-term solutions without taking the time to optimize.
Sales also saw a growing concern for middle managers, often caught between leadership expectations and team needs. This is fueling demand for clearer management styles, open communication channels, and better idea flow across organizations.
AtmanCo’s presence on the ground, particularly at the HR & Learning Technologies event in Madrid, made these realities tangible. This international event marked a key milestone and highlighted an important truth: international expansion requires a different level of preparation than operating in a familiar market. It involves adapting tools, refining messaging, and being ready for spontaneous, high-value conversations at the booth.
Being present at international events provides direct insight into market realities, fosters meaningful connections, and supports stronger strategic alignment.
2025 takeaway: quick fixes may reassure, but sustainable systems are what truly support teams.
Services
Client Services Team
Supporting change, in practical ways
According to Sandra Rainville, Potential and Psychometric Assessment Consultant (OCCOQ), 2025 for the Client Services team was marked by a recurring theme: change management. Between AI, rapidly evolving markets, and increasing mental load, leaders are primarily looking for ways to support their teams in a humane way, despite the turbulence.
One standout moment of the year was the launch of the AtmanPremium assessment, a product specifically designed for directors and executive teams. Leaders, coaches, and managers quickly connected with the clarity of the data, the relevance of personality traits, and the measurable impact on their practices. The full force of an “executive suite” platform launch planned for 2026 is already generating strong excitement.
Another significant shift involved the move toward integrated development approaches. Organizations are increasingly moving away from isolated tools and toward development journeys that combine:
- competency development,
- 360 assessments,
- and the Virtual Coach
Sandra Rainville also hopes to see one outdated belief fade away: that a tool alone can ensure competency development. AtmanCo’s tools are powerful for identifying competencies, but development itself remains a human, ongoing process.
2025 takeaway: the best interventions make change more understandable and more human.
Leadership Workshops
Developing grounded, self-aware leaders
For Catherine Dulude, Corporate Coach and Business Happiness Consultant, 2025 confirmed one thing: leadership has become emotionally demanding. The themes that surfaced repeatedly in workshops included:
- adaptability and change leadership,
- tolerance for ambiguity,
- team mobilization,
- and stress and emotion management.
According to Catherine Dulude, if HR leaders should prioritize one competency in 2026, it should be emotional balance. This competency directly influences managerial courage, decision-making, communication, conflict management, and openness to coaching.
The most meaningful moments of the year were often subtle: a realization while reviewing a personality profile, an authentic exchange, a moment of vulnerability. This is where development truly happens.
2025 takeaway: understanding oneself is the foundation for effectively leading others.
Product
Adapting to real use cases, not ideal ones
For the Product team, according to Leen Sawalha, VP of Product and Growth, 2025 was primarily a year of close observation. By examining how people really use the tools, several insights became clear.
One of the year’s biggest learnings was around user behaviour. Users are looking for simpler, more intuitive, and more direct experiences, reflecting very real cognitive fatigue in the industry. So, with this in mind, updates to the content of psychometric reports had a greater impact than expected. By simplifying language and making results more accessible and positive, the team saw improved understanding and greater ability to take action.
The Product team also saw more requests for additional languages, both for assessments and reports, across North America and internationally, highlighting the growing importance of inclusion and shared understanding within diverse teams.
Alongside these changes, data security and privacy remained a consistent focus. While not always the most visible topic, it became increasingly important in conversations with clients and prospects, reinforcing the need for reliable, secure tools when it comes to confidentiality.
Numerous product improvements were rolled out throughout the year, always guided by the same question: does this genuinely help users in their day-to-day reality?
Looking ahead to 2026, the team is especially excited to rethink the Competency Development Module. The goal is to better align the tool with how HR teams, managers, and employees use it, ensuring it supports development in practical, not just theoretical, ways.
2025 takeaway: understanding real usage leads to simpler, more useful, and more human tools, without ever compromising trust.
Marketing
When clarity creates connection
For Marketing, according to Omer Othman, Marketing Specialist, 2025 did not bring along many changes, but it reaffirmed what matters most. The topics that generated the strongest interest were certifications and trainings, followed by partnerships and international presence (like in Spain, France and Japan).
In our marketing channels, educational content that was less focused on direct selling and more on understanding, helped reach the HR world differently. By investing in content series, webinars, and collaborations, psychometrics became more accessible, more concrete, and easier to adopt, even for audiences less familiar with these tools. This approach also created a more natural first point of contact, grounded in learning rather than direct product demonstration.
Our analytics also confirmed an important intuition: being more precise doesn’t exclude, it helps people understand better. Longer, more human, and more targeted content generated deeper engagement. Readers took the time to read, reflect, and come back with more nuanced questions, signaling value beyond simple content consumption.
Events also highlighted what people value when discovering a brand. A clear and consistent visual identity, concrete platform demonstrations, and interactive experiences helped spark curiosity and richer conversations. When people can see, touch, and participate, engagement becomes more authentic.
2025 takeaway: precision builds trust, and trust builds connection.
Looking Ahead to 2026
What we’re taking with us
If 2025 was a year of movement, 2026 will be a year of consolidation. Organizations are seeking less surface-level solutions and more substance.
We’re entering a year where:
- retention and sustainable talent development will be central,
- middle managers will need more support than ever,
- security and simplicity in HR tools will be non-negotiable,
- psychological health and emotional balance will be prioritized,
- and inclusion and international collaboration will continue to grow
Thank you to our clients, partners, and readers for being part of this journey. We’re proud of what we’ve built together and excited for what’s ahead.