Research and consulting company ACT has become a member of the UN Global Compact Georgia network. The network brings together more than 13,500 responsible companies from 160 countries around the world, striving to create a better and more desirable world by encouraging and supporting the achievement of the Sustainable Development Goals (SDGs).

On July 18, the Stamba Hotel hosted the annual general meeting of the Georgia Global Compact Network, where members of the ACT Development Advisory Group, senior consultant Natia Rukhadze and analyst Keti Antadze took part in the work of the Georgia General Agreement Network (GCNG). Presented are the results of a study commissioned by this network last year - “The role of the private sector in achieving the Sustainable Development Goals”. The event was initiated by the Global Compact Georgia network. Currently, the Georgian network has 110 members.

“The ACT team supports and strengthens private and public organizations to bring about significant economic, social and political change in more than 20 countries around the world, and in this regard, our efforts and aspirations are fully aligned with the Sustainable Development Goals (SDGs). We believe that membership of the Global Compact network is the best platform for networking, sharing and implementing best practices, and expanding globally; We believe that membership in the network will help us implement sustainable approaches in accordance with international standards in our team and share the experience with our partners across the region. ” - says Sopho Chachanidze, head of the consulting company ACT Development.

“I believe that membership in the UN Global Compact network is an even more serious and significant responsibility, which is fully consistent with the vision and development vector of our company. I believe that membership of the Network will allow us to be fully informed about the steps and progress made in the implementation of the 2030 Agenda, which, in turn, will allow us to make a valuable contribution to creating a better and more desirable world. I also think that ongoing activities to raise awareness of the Global Development Goals (SDGs) among local companies will significantly help companies to better understand their role in this area, which will further increase their motivation and commitment to create a healthy, sustainable environment that meets international standards as a local level, and throughout the region or country ”, - senior consultant Natia Rukhadze.

Research and consulting company ACT presented itself to society with a renewed concept, brand, and business model. After successfully coping with the world challenge – the pandemic year of 2020, with new energy and ambitions, ACT sets global goals and offers high standard, proactive vision-oriented on the market needs to its clients. With the main slogan – Power of Changes we support our partners in the process of big and much-needed transformation.

ACT is a global research and consulting company that supports leaders and organizations of the future and empowers them for significant changes. Our main advantage is a transformation of data, ideas, and competences into valuable outcomes. ACT’s history starts with the early 2000-ies when Georgia was still under important political, social, and economic fluctuations and the market economy still was under-developed. Throughout its 19 years of history, ACT made a significant contribution to the development of the research industry in Georgia, and nowadays, it implements successful projects in 28 countries. A new reality and long-term perspective pushed ACT towards large-scale transformation. We changed the business model, organizational structure, way of thinking, and approach, which logically was followed by the need to make changes in visual rebranding.

For rather a long period of time we were proud that we were a research company and we conducted studies tailored to individual needs, we were proud of our analytical capacities. It’s all in our DNA. However, the time came when the company’s growth rate significantly slowed down and the growth rate varied from 3% to 5% in 2013-2018. 

Naturally, we started looking for answers to our questions, we asked ourselves – what does our client need today? What can we do to create values for them? We observed the market and saw how actively companies undergo transformation. This applies to the pandemic challenges, digital, mental, and other aspects. I don’t know any field which does not face an inevitable need of changes, that included us” – noted founder and Vision Lead of the company, Tinatin Rukhadze.

As a result of the transformation, now ACT has four business units: Management Consulting, Development Consulting, Research, and Business Analytics. The business model is no longer research, but ACT became a research-driven consulting company where a core is business analytics. The company pointed its strength – analytics and tools created for management consulting towards supporting organizations in making the right decisions.

The transformation started within the company, now ACT applies renewed approaches with a new target segment. As a result, the company had 80% growth only in 2019. This business model was the reason why the set plan was fulfilled even during the world crisis caused by the pandemic and thus, ACT proved that there are no good and bad times, we make time.

As explained by the company’s Vision Lead – “naturally, change of business model solely was not enough. In addition to organizational mindset, we have also significantly extended our team – new people of different competences joined us. The organizational structure underwent drastic changes –a change of business model was followed by the agile transformation that opened new ways of effectiveness and creativity. The company is driven by three main powers: vision, culture, and enforcement, this is why it has three managers each having their own element. We view the organization as a network that pushed us towards making changes in the traditional structure and makes the management model three-dimensional where all three elements – vision, culture, and enforcement serve the achievement of one common goal. Development is visible in every aspect – entire team, products, incomes, with this transformation we achieved what was the most important for us – we create more values for our clients”. 

Changes did not affect the main values of the company: love, support, efficiency, and development. The given mix was enriched with one more – creativity. Interesting ideas, putting things in a new perspective and innovative decisions help the company fulfill its mission excellently. As we believe, the universe is full of resources and opportunities to fulfill any idea you wish for, creativity makes it easier to detect and utilize them. This is why, we turned creativity, optimism, and joy into our everyday life and part of the working process.

“We do not believe in consulting that dictates business how to do its job. On contrary, we assist our clients externally to make the best decision with its own wisdom and experience. Our approach is to empower them” – notes Tinatin Rukhadze.

Organizational transformation naturally resulted in the need for visual rebranding. ACT’s brand underwent a transformation, the company made a completely innovative and ambitious statement on the market. The brand transformation was led by the company’s Marketing and Strategic Communication Unit Lead Ana Ivanishvili. As stated by her “changes were large-scale. We naturally had a feeling that renewed team, products, or brand philosophy could not be pulled through by old brand. Stakes were high as ACT provides others with the same service. So, we decided to cooperate with a designer Gia Bokhua who worked on the initial branding of ACT – we had a belief that he would understand our new destination precisely and find the appropriate visual solution. 

When doing rebranding, we felt hesitant whether to fully get rid of ACT’s identity or keep it at least partially. This renewed logo of ours still carries our DNA – data – that are presented in smaller font, while the name ACT is distinctly visible. This indicates that we kept our core, but now we are more complex than ever and ready to become more valuable for our partners”. 

As intended, the renewed brand was supposed to fully reflect organizational transformation. Rebranding should show ACT as a modern, ambitious, global company that offers much more than research. This is why the visual style was completely altered. Such a familiar red color was replaced by blue. Typography was developed. Changes affected our slogan too – Think Big was replaced by encouragement to positive change: Empower the Change. For all those years, our clients were those who thought big, who had big dreams and goals. Modern challenges and reality transformed our vision – today, our clients are leaders and organizations of the future – those, who try to change the world for the better every single day. We see ourselves as supporters of those changes, that is why our new slogan reflects faith in positive changes.

A graphic designer Gia Bokhua worked on renewed visual branding, he is an author of ACT’s previous visual identity.

I worked on ACT’s branding 13 years ago for the first time. Now, as ACT undergoes transformation, I decided to jazz up the logo. We sized up the name and made it more apparent, as the name itself – ACT also means “motion” it complements the slogan – Empower the Change even more. The main concept of the logo – data – is preserved. In a new positioning, action is a core, leading – encouragement of the idea and inspiration which is driven by data. As for identity, we decided to choose B&W photos as a unique style, main visual touch is a globe that emphasizes the global nature of the company and makes an image more dynamic. We also developed a new design for the slogan” – explains designer Gia Bokhua.

According to a new vision, ACT operates as a “Mall of Business Processes” – “we wish to become a hub for business services that will provide clients with all the necessary services and the company will not have to interact with completely different providers which are time-consuming and overall, less effective. We cannot imagine a business without expansion. This ambition follows us since the day we founded this company, we always wanted to be a successful Georgian company on the international market. We wanted to export Georgian intellectual capacities. During the last year only, ACT worked in 28 countries. In this digital era, you don’t even need an office to work, which opens up a broader horizon for opportunities. We also plan on strengthening partnership alliances and become extremely valuable for clients in business consulting” – states Tinatin Rukhadze.

As a result of transformation and rebranding, ACT continues to operate with a renewed concept. In response to modern challenges of the global market, Research and Consulting company ACT already made a successful step – underwent a transformation to discover and take advantage of new opportunities.


Research and consulting company ACT also participated in the Marie Burduli Employment Forum organized by Ilia State University this year. Members of the company's people and organization development team gave a presentation to the students and answered their questions.

The purpose of the employment forum is to connect job-seeking students and alumni with employers. The forum is designed for up to 18,000 students and any alumni of Ilia State University. The forum is held annually and is attended by representatives of various organizations and business companies.

For ACT, forums like these are a good way to discover new talent and find future employees. The company offers students both short-term internships and programs aimed at future employment. ACT has a positive experience in finding interesting and motivated people on a similar forum, several of whom are among ACT's permanent staff today.


The main HR event of the year - HR Business Summit 2021 - was organized by HR hub on May 31, 2021. Research and Consulting Company ACT were presented with its team and unique products at the summit and participated in the event in several directions.

Tinatin Rukhadze, The Vision Lead and the founder of the company, as one of the speakers of the summit, presented the topic: "Three forces of transformation".

At the event, the company announced its rebranded for the first time with its stand - with a new concept, color, logo, and slogan. All interested guests who came to the stand were informed about the two new areas of ACT - Business Analytics and Management Consulting.

In order to popularize the business analytics direction and to get close touch with the main product - Organizational Network Anatomy in the target segment, a Network Analysis of the Summit was conducted, which revealed the most friendly and professional network leaders of the event. The titleholders were awarded special gifts by ACT.

The HR Business Summit was attended by more than 200 representatives from various companies. The event was held in a one-day format and included speakers, as well as panel discussions, workshops, and networking activities. The main theme of this year's summit was HR challenges and innovations, and it was around this topic that real business cases, experiences, and ideas were shared.


2020 will definitely make it into the history of mankind as the year of world’s transformation.

In this report we have summed up the most important and transformative events for ACT that took place in 2020. We would like to share our experience. We believe that together we will make better 2021!

Click the link to view the report.


Important changes were made in the world under the influence of the pandemic which made us accept new reality we are all in now. Facing big challenges, companies had need of new resources and had to adjust their work. What is current reality of HR field, what are challenges HR specialists face and what opportunities they see can be seized – we offer an interview with a founder of One Point – Nino Niauri.

In the end of 2020, it is interesting to sum up challenges HR field in general had to face?

I cannot say that HR field had to face any particular changes, I would say that 2020 was very challenging for everyone, including HR specialists. Considering their role in companies, it can be said that this was one of the hardest times, because you know one important role of HR is to unite a team, support team work in general. Problems were serious in this direction – managing human resources virtually was something new for businesses. The fact that we did not know what we were dealing with, for how long and what was the threat coming from the virus stirred confusion and uncertainty. The field was significantly affected by part of regulations, lots of companies were forced to cut down the number of employees, which was particularly hard.

As an outsource company, what kind of challenges did you face and how did you overcome them? 

What helped us was more mobilization. As a result of analyzing what we have done, I can conclude that we tried to focus our resources to help our potential clients and this naturally increased workload for us. We got familiar with many new fields in this processes, processes were drastically different and very interesting at the same time. There were challenges and hard times, but those hard times strengthened us and made our work much more productive, live and active and we can see this from positive perspective.

Do you believe that the harm done to HR field during the pandemic can be fixed and how? 

Unfortunately, so many people were left jobless and to fix this situation requires not only HR, but complex approaches in terms of business and economic development in general. But we cannot speak about harm only, there were many positive things too. For example, many education centers provided quite expensive trainings and master classes for free. This gave access to many individuals to learn what they wanted before but could not because of the lack of time or finances. Now this became accessible and many people took advantage of it to improve their qualification which is clearly very positive on the labor market. But the fact that a lot of people were left jobless complicated things on the labor market and it will probably require much time to fix this situation. Naturally, this was quite tough period for HR specialists, it is very difficult when you mobilize resources and then you lose those resources because of the external factors. It was painful for those who lost their job, but it was difficult for companies too, I don’t think there is any company that got benefit from this process, in contrary, it was quite tough for businesses to make a decision on firing their employees. I hope this process will not continue, it will end soon and the next year will be a year of development.

Which of the service/services you offer became particularly demanded during the pandemic? 

If we compare the previous year when we did not have the pandemic, number of consulting projects increased and we had to make systemic and procedural changes in many companies. Some of it were painful, some of it – not so much. Naturally, changes are perceived to be hard, but in the end, proper planning of processes and optimization helped many companies work with minimal costs during the pandemic and thus, survive the pandemic. From this point of view, I believe that we implemented successful projects and we are proud of it. Demand was also high on head-hunting even though companies had to cut down staff, there is still demand on qualified professionals. Demand is still high on management positions, IT professionals and technical positions and it makes us very happy, it means that we are still developing and moving forward which is very good. Demand was also very high on HR software because automatization projects became very important for companies when they switched to remote work mode.

In your opinion, what impact will problems identified in 2020 make for future? 

We have different perception of this issue and don’t call it a problem. We have recently discussed it in the company and we believe that 2020 was a big challenge for everyone which did not actually change anything, but accelerated what should have already taken place, I mean digitalization and remote management systems – this is the future of business. The future of business is automatization projects, it would probably take years for companies to switch to online systems and we believe that the pandemic forced and pushed businesses to find the solution and lots of them managed to switch to online space. Even though this seems difficult today, but in long-term perspective, it is good for business and clearly a step made forward.

What professions and skills do you believe will be demanded in future? 

We assume and studies confirm, that demand will increase in terms of technologies and exact sciences. At the same time, it is very interesting that main focus will be made on multi-functional and easily adapting individuals. For future, we believe that such individuals will take their place on the market and experience shows us that one profession is no longer enough. Before now, a person would choose one profession and followed this profession for entire life, it was ordinary and usual thing to do. The reality has changed now and people try to acquire as many professions as possible, to study something in addition. This process got easier due to increased access to education, but in any case, exactly such multi-functional and easily adapting individuals will be demanded on the market and employers’ attitudes will also change from this point of view.

What would be your recommendations for companies, what is important when working online? 

I believe that communication is key for every kind of management. No matter whether it is online or offline. Online work turned the part of communications particularly sensitive. When working online, support of team work and availability of information became even more challenging. Companies need to make effort in this direction, in reality, there are three kay aspects in online management of teams – communication, planning and timely feedback – on one hand, this is comfortable for employees as they are well aware of expectations and on the other side, results are even more achievable for employers and respectively, those three components would be something that managers need to pay particular attention to.

Here, in One Point, we do our best to keep this style and have consistent communication with each other whether we work online or at the office 100%. We clearly have personal communication with client companies and held meetings, but One Point team works online.

What helps us a lot is that we have consistent, stable communication and we share every novelty or problem with each other. This unified style of work is very productive.

It is difficult for large companies to do this, you cannot meet every single employee on daily basis in a large company, but it is important this communication to take place inside every structural unit and held meetings every day or every other day, but employees need to have a feeling that they are involved in this process and they are not forgotten. We had cases when we were asked for recommendation to improve negative performance and outcomes of the employee, but when we probed, it turned out that since the beginning of the pandemic, manager communicated with the said employee only through e-mails and even that was very scarce. Naturally, this was reflected on employee’s performance. In situations like that, it is difficult for an employee to feel as a part of the company, correctly plan and understand every need, this is why communication is very important for achieving the best results.