PlaybooksSkills management
Skills visible, current, and working in every decision.
Skills management, delivered running: skills read out of real work with sources attached, kept current, and put to work in every people decision, in the HRIS you already run.
Playbook · installed
The skills management playbook
Your organisation's skills, visible and current: decay flagged, gaps mapped, growth pointed at what matters next.
People see their own passport first. Nothing changes behind their back.
Development is proposed, never assigned: a human decides.
One pass. Everything above, working.Nothing you didn't see.
Start skills managementYour problem, solved.
“We can’t see what our people can actually do.”
A matrix from last yearskills current, with sources.
Agents keep the skills picture current from work that actually happened. Every skill carries its source, and decay is flagged before it becomes a gap.
Skills data too stale to decide on: true the day the matrix was filled in, and never again.
Gut-feel developmentgaps turned into growth paths.
Confirmed gaps become proposed paths per team, pointed at the skills that matter next: development is proposed, never assigned.
The skills to fill the role exist in your workforce: invisible, so the vacancy goes external.
Invisible internal talentmatches over your own people.
Internal and external talent on one skills model: mobility starts with who you already have, evidence attached.
What it is, how it lands.
Skills read out of real work. Every one with a source.
Proficiency, not tags: at what level, on what evidence.
Decay flagged, gaps mapped, growth proposed, never assigned.
People see their own passport first. Nothing changes behind anyone’s back.
Scope it in one conversation
Bring the decision that hurts: a mobility program, a reskilling question, skills you can’t see. You leave with the exact plan.
Live in weeks, in your HRIS
We connect your HRIS, configure the programs and tune the skills model on your real teams: you see the picture on your own data first. Nothing to migrate.
Then it runs
The agents keep the picture current daily; your people see their own first; your team approves what matters. We operate, monitor and improve it.
Personio
HiBob
BambooHRThe value you get back.
Every people decision, on current data
Mobility, development, planning: decided on skills as they are now, not the matrix from last year’s review cycle.
Mobility that starts at home
The next role match comes from your own workforce first, with the why included.
A passport your people own
Every employee sees their own skills picture first, sources attached: down to a portable skills passport.
Straight answers.
Organisations mid-transition: a mobility or reskilling program, a workforce plan that needs real skills data, or an HRIS full of records that never reach decisions.
Keeping your workforce’s skills visible, current and working in every decision: skills extracted from real work with sources, proficiency modelled per person, decay flagged, gaps turned into growth paths.
No. Your HRIS stays the system of record; the intelligence arrives inside it. Implemented connectors only: Personio, HiBob and BambooHR today: running something else, say it in the scoping conversation.
An upfront delivery fee sized to the solution, plus a monthly platform fee, never per-seat. Numbers land in the scoping conversation, on your case.
Built to run daily in your HRIS: skills current, sourced, and working in every decision: your people seeing their own first.
The shape.
Scoped in one conversation. Installed and tuned on your real cases in weeks. Then it runs: we do the legwork, you approve what matters, and when your process changes the playbook changes with it. Upfront delivery fee + monthly platform fee, sized to the solution, never to your headcount.
