Infer skills
Skills inferred from work signals—projects, content authored, internal moves, learning activity—not from a self-reported list that nobody updated.
/ Pessoas /
Ver o mapa de skills antes de escrever a próxima JD
Inventário de skills inferido, análise de gaps e previsões de oferta/procura—para que o planeamento de força de trabalho seja uma decisão e não um palpite.
The problem
You can't plan a workforce you can't see
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Skills inventory is self-reported and stale
What people listed in the HRIS three years ago doesn't reflect what they actually do this quarter—planning runs on a map that no longer matches the territory.
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Internal mobility is blocked by lack of visibility
Hiring managers go external because they can't see who internally already has the skills—people leave for roles they could have grown into where they were.
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Succession plans live on spreadsheets
Critical-role coverage sits in a leadership deck that gets refreshed annually, with no live signal when a successor's readiness changes.
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JDs written without market context
Job descriptions get drafted from a template and a memory of the last hire—without supply, demand, or compensation context, the requisition is set up to take 90+ days.
Como funciona
A live skills layer your people leaders own
Analyze gaps & supply
Gap analysis against role models, internal supply against external benchmarks, and scenario forecasts for what the next 12–24 months will need.
Decide & act
Workforce decisions—build, buy, borrow—made against a live picture, with internal mobility scores surfaced before the external requisition opens.
Skills layer is adapted to your role architecture, work signals, and planning cadence.
Ver o mapa de skills antes de escrever a próxima JD
O que inclui
Workforce planningthat earns the room
Inference, analytics, and scenarios in a single layer—delivered with role architecture support, internal mobility scoring, and forecasts your people leaders can defend.
Skills inference from activity
Skills inferred from work signals—projects, content, moves, learning—so the inventory reflects what people actually do.
Gap analysis
Compare current skills supply against role-model requirements and surface the gaps that matter for the next planning cycle.
Succession mapping
Live readiness signals for critical-role successors—so the plan stops being a once-a-year deck.
Market benchmarking
External supply, demand, and compensation context layered onto internal data—so JDs and offers reflect the market.
Internal mobility scoring
Score internal candidates against open roles before the external requisition opens—surface growth paths people would have missed.
Scenario forecasts
12–24 month skills supply/demand scenarios you can run against build/buy/borrow decisions in the planning conversation itself.
Resultados
What changes when this runs in production
Results vary by context, data maturity, and scope. We scope honestly before we promise precisely.
+25%
internal mobility on critical roles
Orientative—varies by role architecture maturity.
Faster
workforce planning cycles with shared, live data
Orientative—based on early implementations.
Full
succession readiness signal for critical roles, refreshed continuously
Como trabalhamos
From first call to production—without the usual drag
Assess
Assess
Week 1–2
Map current role architecture, HRIS and work-signal sources, planning cadence, and the decisions the skills layer must support.
Design
Design
Week 3–5
Define role-model taxonomies, inference signals, gap-analysis metrics, and the scenarios people leaders want to run.
Build
Build
Week 6–10
Integrate sources, train inference against historical data, ship the dashboards and scenario tooling.
Govern & scale
Govern & scale
Week 11+
People-leader enablement, expand role families and scenarios by planning cycle.
Timelines vary by role-architecture maturity, source breadth, and data quality.
Ir mais fundo
Skills, planning, and what to explore next
Começar
Ready to plan a workforce against a live map instead of a stale list?
No commitment. We start with a scoped session to map your role architecture, work signals, and planning cadence.