Six talent decisions. One source of evidence.
Every decision below draws on the same competencies and the same assessments, so your answers are consistent, comparable and defensible.
Role fitment
Is the right person in the right role?
Strengths and gaps against the competencies the role requires.
What you see
- Strengths and gaps per competency
- Fit against the role's target levels
- Comparable across candidates
Internal mobility
Where can each person grow next?
Fit against other roles, mapped into career paths inside the company.
What you see
- Fit against other roles in the company
- Career paths mapped from real competencies
- Gaps to close for each next role
Succession
Who is ready to step up?
Readiness for the next role, with succession plans to match.
What you see
- Readiness for the next role
- Bench strength for critical positions
- Succession plans built on evidence
High-potential identification
Who are our high potentials?
Top performers spotted across competencies, ready for talent reviews.
What you see
- Top performers across competencies
- Consistent criteria for talent reviews
- Potential surfaced on evidence, not visibility
Development
Where should L&D spend go?
Plans built from each person's gaps, then re-assessed for progress.
What you see
- Plans built from individual gaps
- Cohorts grouped by shared needs
- Progress re-assessed every cycle
Workforce planning
Which skills do we have, and which do we lack?
Skills heatmaps by role, function, department and company.
What you see
- Skills heatmaps by role and function
- Department and company roll-ups
- The skills you have, and the ones you lack
Which decision matters most to you right now?
Start with one. The same evidence powers the other five.