THE CREST PLATFORM · FOR BUSINESSES AND BUILDING OWNERS
CREST starts with one person.
Its value compounds at scale.
CREST starts with the individual, then extends the same agent architecture across organisations and places — adding new specialist agents, data and actions at each layer.
Each layer has its own purpose and permissions. Personal intelligence remains private to the individual; only anonymised patterns or permitted requests move beyond it.
One architecture. Three scales of value.
01 · PERSON
Personal performance intelligence
Understands the individual, adapts around their goals, and helps them perform today and progress over time.
02 · ORGANISATION
Collective performance intelligence
Supports people individually while surfacing anonymised, aggregated patterns that show where support can have the greatest impact.
03 · PLACE
Responsive environments
Connects human needs with spaces, services and experiences, so environments can respond more intelligently to the people using them.
THE GAP
The building is measured in detail.The value it creates for people is not.$118 is spent measuring and managing the building for every $1 spent measuring the people inside it.The human layer remains largely invisible.
Illustrative comparison of the global smart-building technology and employee-engagement software markets. The categories are different; the contrast is directional.
Buildings are measured relentlessly: energy, space, technology, amenity, occupancy and compliance. But the people inside them are still largely understood through surveys, utilisation data and hindsight.
The missing layer is the human one: what people need, what is helping them perform, what is getting in the way, and whether the environment around them is actually creating value.
SPENT ON THE BUILDING
$142bn
Smart building technology, every year. Growing nineteen percent a year. Grand View Research, 2025.
SPENT ON THE PEOPLE INSIDE IT
$1.2bn
Employee engagement software, every year. Almost all of it an annual survey. IMARC, 2025.
THE PERSON
The individual is measured in pieces. Never understood as a whole.
What is not working
Health, sleep, work, stress, learning and performance sit across disconnected systems.
Each system sees one signal or one moment. None understands how they interact.
The individual is left to interpret the data and decide what matters now.
The number
41%
of employees experience a lot of stress every day. Gallup, 2024.
The largest randomised trial of workplace wellness found no effect on health or spending after eighteen months. JAMA, 2019.
What CREST does
CREST brings the picture together: goals, state, history, constraints and context. It identifies what matters now, what may be getting in the way, and what to do next.
THE ORGANISATION
The people driving the organisation are understood too late.
What is not working
Engagement is often measured periodically rather than continuously.
Stress, disengagement and performance decline can become visible only after they have already affected the individual or team.
Wellbeing, development and workplace investment are difficult to connect to measurable outcomes.
The number
$8.9tn
the annual cost of low engagement worldwide. Nine percent of global GDP. Gallup, 2024.
23% of employees worldwide are engaged. The software that measures it is a $1.2bn market, almost all of it a survey. Gallup, 2024. IMARC, 2025.
What CREST does
At scale, CREST supports each person individually while surfacing anonymised, aggregated patterns that show where people need support and whether interventions are having an effect.
THE PLACE
Measured on everything except the value it creates for people.
What is not working
Buildings are measured on energy, space, technology, sustainability, occupancy and utilisation.
Amenities and services operate independently, with little understanding of what people actually need from them.
Utilisation shows whether something was used, not whether it improved performance, wellbeing, engagement or belonging.
The number
$142bn
spent every year measuring how the building functions. Growing nineteen percent a year. Grand View Research, 2025.
Tenant engagement apps average around 30–35% monthly active users. Trustek, 2023.
What CREST does
CREST adds the missing human intelligence layer: what people need, what they use, what is working, what is not, and whether changes to the environment actually improve the experience and performance of the people inside it.
Buildings are already measured as assets. CREST adds the missing measure: the value the environment creates for the people inside it. Once that becomes visible, investment decisions can move from assumption to evidence.
THE PLATFORM
The architecture expands with the environment.New specialist agents add capability at every scale.
CREST starts with the individual. The same orchestration model can then extend to organisation and place-level agents, each with its own purpose, permissions and data. The architecture stays consistent while the specialist domains expand.
01 · PERSON
Private specialist intelligence
Eight specialist agents across mind, body and biology work with the Performance Coach around one individual: their goals, history, state, constraints and changing context.
The current specialist team
Performance Coach
Orchestrates the specialist team.
MIND
MindfulCognitionIdentityBODY
SleepTrainingBodyBIOLOGY
NutritionClinical & Neuro
Private to the individual.
02 · ORGANISATION
Specialist agents for the organisation
Additional agents can work across people experience, learning, travel, technology and benefits using organisation-level information plus anonymised, aggregated patterns.
AGENTS THE PLATFORM CAN ADD
- People Experience Agent
- Learning & Development Agent
- Travel Agent
- IT Support Agent
- Programs & Benefits Agent
Patterns, never personal data.
03 · PLACE
Specialist agents for the place
Place-level agents can work across bookings, access, services, hospitality, events and community, acting on permitted requests without inheriting the individual’s private health or performance data.
AGENTS THE PLATFORM CAN ADD
- Concierge Agent
- Booking Agent
- Access & Security Agent
- What's On / Experience Agent
- Hospitality Agent
- Community Agent
The environment responds without seeing the person’s private data.
The architecture stays the same. The specialist domains expand.
Personal intelligence remains private to the individual. Organisation and place agents operate on their own data, permissions and anonymised signals. New agents add capability without giving the organisation or the place access to the individual’s private intelligence.
CREST can be funded by an individual, organisation or place without changing who the personal intelligence belongs to.
Practical examples
EXAMPLE 01 · DEADLINE
A deadline is approaching. The Performance Coach prioritises the work, protects the person’s strongest focus window and removes avoidable distractions from the plan. It knows they do their best focused work early, after a proper meal and in a quiet environment. With permission, the Booking Agent reserves a private booth for that window and the Hospitality Agent arranges food around it. The place receives the requests — not the private context that produced them.
EXAMPLE 02 · WORK TRAVEL
An important meeting is booked in another city. The Performance Coach works backwards from the meeting — when to sleep, eat, leave, work, train or recover — so the person arrives primed to perform. The Organisation Travel Agent manages approved flights, transport and itinerary, while Place agents coordinate access, workspace and services at the destination. Each layer receives only what it needs to complete its task.
THE OUTPUT
Measure the experience.See what needs changing.Act, measure the result, and know what to change next.
CREST IMPACT INDEX — FRAMEWORK IN DEVELOPMENT
Illustrative scores. Not measured results.
IMPACT INDEX
IQ
EQ
IQ — SAMPLE DIMENSIONS
Space and density
Technology
Amenity
Sustainability
EQ — SAMPLE DIMENSIONS
Engagement
Wellbeing
Belonging
Growth
ILLUSTRATIVE VIEW
CHANGE OVER TIME
A feedback loop for the human experience.
CREST is designed to connect how the place functions with anonymised signals of how people experience it. The point is not a score for its own sake. It is a feedback loop: identify a gap, change something, measure the response, and improve the next decision. EQ is built from the same daily measures as each person’s CREST Score, anonymised and combined. IQ and EQ are developing framework categories; the scores shown here are illustrative, not validated or measured results.
WHAT IT HELPS YOU DECIDE
- 01
Where are needs changing?
- 02
Which interventions appear to be helping?
- 03
Where should the next dollar of experience investment go?
Measure the gap. Act on it. Measure the response. Learn what to do next.
GOVERNANCE
People and privacy first.Personal intelligence stays personal.Only the minimum permitted signal moves between layers.
The individual layer stays private to the individual. The organisation layer sees anonymised, aggregated patterns only. Place agents work with place and service data plus the signals a person has permitted, without inheriting their private data.
The same guardrails apply across all three layers: participation is opt-in, and every action is limited by purpose and permission.
Opt-in, always.
Nobody is enrolled by an employer or a landlord. People join because it is useful to them.
Patterns, never people.
Only anonymised, aggregated patterns cross into the organisation layer. Individual personal data remains private.
Request, not private data.
Place agents receive the minimum permitted request needed to act. They do not inherit unrestricted personal data.
Personal intelligence stays portable with the person and is never used for reviews, pay, promotion or leasing.
THE VALUE
Measure the human layer.Turn it into better decisions.
MEASURE
Human experience
Capture anonymised signals about engagement, wellbeing, belonging, use and experience.
UNDERSTAND
Where value is being created or lost
See patterns across people, programmes, services and place.
ACT
Direct support and investment
Focus interventions, programming and environment decisions where they are most likely to matter.
LEARN
What changed
Measure the response over time and improve the next decision.
CREST does not replace the measures organisations and assets already use. It adds the human layer those measures are missing.
Talk to us about where CREST could apply.
CREST is being developed as a personal performance intelligence platform with an architecture designed to extend across organisations and places. We are open to conversations about where that model could create value.