The model on one page, three times over.

Jobs

• Find out what I am actually good at, in my own language, without paying for the privilege.
• Get a CV that survives an automated screen and still reads well to a human.
• Know what my work looks like in five years, and what to learn now.

Pains

• Every serious assessment tool is English-only, priced for employers, or both.
• Advice about AI and work arrives as headlines, never as something I can act on for my own role.
• I cannot tell whether a training course is worth my money before I have paid for it.

Gains

• A profile grounded in ISCO-08, which therefore means something outside skaills too.
• A plan over 12, 24 and 36 months instead of a score.
• Practice under pressure before the interview that counts.

Pain relievers

• The free plan is a real product, not a trial: personal evaluations, CV tools, growth plan and communities at $0, published at /pricing.
• Four languages from the first release, not a translation added afterwards.
• The Career Path Navigator gives 3 to 5 plausible paths grounded in ISCO-08, in place of generic advice.

Gain creators

• The AI-Readiness Assessment has an individual variant, so the AI question is answered for this person’s own role.
• The Interview Simulator runs a multi-turn mock interview with a recruiter decision and a three-track quality review.
• Learning programmes tailored to sector, level and role are surfaced on every assessment through Smoother Experiences.

Jobs

• Price my work without guessing, and defend the number when it is questioned.
• Show competence without an employer’s name standing behind me.
• Stay current as the market reprices the skills I sell.

Pains

• There is no HR department to evaluate or certify me — the whole apparatus assumes an employer.
• My rate is set by what the last client paid, which is not the same as what the work is worth.
• Clients ask for proof of capability that I have no way to produce.

Gains

• A rate I can defend with something other than confidence.
• A credential that travels — to another client, another country, another language.
• An evidence-based sense of where my field is going, not a forecast from a headline.

Pain relievers

• The Salary Aspiration Estimator, with CV auto-extraction, turns a guess into a position.
• CV Evaluator, Creator and Translator across four languages — the same profile presented to four markets.
• The profile is ISCO-08-grounded, so what it says about me is legible outside skaills.

Gain creators

• Pro at $29/month and Premium at $79/month, published at /pricing — priced for a person, not for a company.
• The Transformative Layer instruments come with Premium: growth plan, AI-readiness, career paths, scenario simulators.
• Communities of practice, shipped, with peers working the same market rather than a support queue.

Jobs

• Hire well without an HR department to run the process.
• Know which of the people I already have can grow into which role.
• Get the mechanical work done without putting a full-time person on it.

Pains

• HR suites are priced and scoped for companies ten times my size.
• Every hire is a bet placed on a CV and one conversation.
• There is no budget for consultants to tell me what AI does to my roles.

Gains

• A hiring process I can defend to a candidate and to myself.
• A transition plan sized to my company, not to a multinational.
• Time back from the paperwork, spent on the business instead.

Pain relievers

• Starter at $199/month for up to 25 employees, published at /pricing — the whole evaluation suite, not a cut-down edition.
• The seven-step recruitment flow — define, open, score, rank, simulate, prep, decide — audit-logged and ISCO-mapped, shipped.
• Self-serve sign-up and payment, so there is no implementation project standing between the price and the product.

Gain creators

• Job-fit scoring against hundreds of evaluation profiles across dozens of sectors.
• Climate surveys and 360 reviews on the Business tier at $499/month, published at /pricing.
• The AI-Readiness Assessment in its organizational variant, which answers the AI question without a consulting engagement.

Jobs

• Hire fast, and above our weight, against companies that can pay more.
• Define roles that do not exist yet, and describe them to a candidate.
• Keep the team’s skills ahead of the product, not behind it.

Pains

• Every hour spent on recruitment paperwork is an hour off the product.
• We have no employer brand to attract candidates with.
• Roles change faster than any job description survives.

Gains

• A pipeline that runs without a recruiter on the payroll.
• A defensible way to compare candidates when nobody on the team has interviewed before.
• A skills picture of the team that keeps up as the team changes.

Pain relievers

• The full Position / Campaign / Candidate workflow with a candidate pipeline, shipped and running.
• A public job board and public organization pages, so candidates can find the company without a brand behind it.
• The Interview Simulator, used to prepare the interviewer as much as to screen the candidate.

Gain creators

• Starter and Business are banded by headcount, so the price follows the team’s growth instead of leading it.
• ISCO-08 mapping, so a role invented in-house still lands on a standard someone else can read.
• The Career Path Navigator turned inward: where the people already here can plausibly go next.

Jobs

• Answer the board’s question about what AI does to our workforce, with an instrument rather than a slide.
• Run evaluation, recruitment, climate and 360 on one system instead of four.
• Move people into adjacent roles instead of replacing them.

Pains

• The planning work never gets done, because HR’s time goes to repetitive scoring and CV parsing.
• Consultants deliver a deck; six months later nobody can refresh it.
• A system in one language does not serve a workforce that works in four.

Gains

• A transformation roadmap the organization owns and refreshes itself.
• One audit trail across hiring and evaluation, defensible to an auditor.
• Capability data in the classifications our regulators and our HRIS already use.

Pain relievers

• The Org Transformation Plan — a CHRO-grade roadmap, shipped — is delivered and refreshed as an engagement rather than handed over once.
• The Mechanical Layer absorbs the scoring and the parsing, which is how HR time moves to planning.
• Four languages on one tenant, so a workforce across Latin America, Iberia and francophone Africa uses one system.

Gain creators

• Enterprise: unlimited headcount, AI agents, integrations, dedicated account management and an SLA — published as custom-priced at /pricing.
• Scenario simulators that put executives under live decision pressure: Committee Defense, AML Triage, Cash Crisis, Variance Investigation.
• HRIS, ATS, payroll, SSO, calendar and messaging integration over open APIs, webhooks, SCIM and SAML.

Jobs

• Describe a public workforce in the classification the state already reports in.
• Run reskilling programmes whose results can be audited, not just attended.
• Procure a system that will still be intelligible to the next administration.

Pains

• Capability data sits in taxonomies invented by vendors, so it cannot be reported or compared.
• Programmes are evaluated on attendance because capability was never measured at the start.
• Nothing is available in the working language of the country at the level the population needs.

Gains

• Workforce data aligned to ISCO-08, the ILO standard the state already uses.
• An audit trail per decision, which is what a public process has to survive.
• Instruments citizens can use directly, not only officials on their behalf.

Pain relievers

• ISCO-08 is the data model, not a mapping layer bolted on: phases 1 to 4 are live, with an outbound HR-XML webhook.
• ESCO v1.2.1 is ingested across four languages — 3,043 occupations and 426 ISCO unit groups — with the crosswalk seeded.
• Recruitment and evaluation are audit-logged end to end, which is what makes a public process defensible.

Gain creators

• The free personal plan puts the same instruments in front of citizens at no cost to them or to the state.
• Enterprise procurement with integrations and an SLA, quoted per engagement — no public rate card is published.
• Certificate issuance, ISCO-stamped and verifiable. Planned, not yet live — the kit’s revenue page marks it as such.

Jobs

• Certify what a graduate can actually do, in a form an employer will accept.
• Keep programmes pointed at the competencies the labour market is repricing.
• Show placement outcomes rather than completion rates.

Pains

• Institutional certificates do not travel: an employer in another country cannot read them.
• Curriculum lags the labour market by years, and there is no signal to close the gap with.
• There is no shared vocabulary between what is taught and what is hired for.

Gains

• Credentials that verify without a phone call to the registrar.
• A labour-market signal to design programmes against.
• A bridge from a course to an occupation, stated in the same words on both sides.

Pain relievers

• Certificate issuance stamped with ISCO-08 and verifiable. Planned, priced per engagement, and marked planned on the kit’s revenue page.
• The same ISCO-08 and ESCO grounding the hiring side uses, so a programme and a job posting speak one vocabulary.
• Smoother Experiences already surfaces sector-, level- and role-tailored programmes on every assessment, which is the demand side of the same bridge.

Gain creators

• Hundreds of evaluation profiles across dozens of sectors and multiple levels to assess a graduate against.
• The Career Path Navigator shows where a graduate’s profile can plausibly go next, grounded in ISCO-08.
• Four languages, which is what makes this usable at all in Latin America, Iberia and francophone Africa.