Skills management, in the HRIS you already run.
Nothing to migrate. Agents read skills out of real work, keep them current with sources attached, and put them to work in every people decision, inside your HRIS.
Personio
HiBob
BambooHRWhat you actually get.
Skills 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.
Gaps turned into growth paths
Confirmed gaps become proposed paths per team, pointed at the skills that matter next. Development is proposed, never assigned.
Mobility over your own people
Internal and external talent on one skills model: the next role match starts with who you already have, evidence attached.
This is the playbook.
Everything that enters your organisation, on the back of the box: the programs, the agents, the rules they work under, and where it lands. The blank page is the trap; the playbook is the head start.
The shape: scoped in one conversation · live in weeks · then it runs. We do this so often it’s weeks, not months.
See the full playbook →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 managementUnder the playbook: one engine.
A skills engine on a real taxonomy. Memory that holds your people-world with provenance. Market intelligence. Validated psychometrics. And on top of it: solutions built in conversation, delivered running in weeks.
How the skills engine works →The engine
Running under every playbook.
- Skills
- A taxonomy the size of the real labor market, with proficiency, not tags.
- Memory
- Your people-world, held with provenance: every fact carries its source, timestamp and confidence.
- Market intelligence
- Salary, scarcity and demand on your open roles.
- Psychometrics
- Validated instruments, consistently scored. No AI psychoanalysis, ever.
Straight answers.
No. Your HRIS stays the system of record; the intelligence arrives inside it.
Implemented connectors only: Personio, HiBob and BambooHR today. Something else? Say it in the scoping conversation: connectors get built against real engagements, not roadmaps.
Read out of real work and what people supply: evidence-extracted, with proficiency modelled per person per skill. Every entry carries its source; your people see their own picture first.
First, in fact: every employee sees their own skills picture before anyone else, down to a portable skills passport. Nothing changes behind anyone’s back.
An upfront delivery fee sized to the solution, plus a monthly platform fee. No per-seat games, no surprise integrations line. Numbers land in the scoping conversation, on your case.
Evidence on every name: “show me why” is a click.
No automated decisions: your people keep every call.
Your data stays yours: exportable, always.
