Development plans that start from a real skill gap

Every plan begins with the difference between what an employee can do today and what the job asks. Pick the skills to grow, link the education that closes the gap, and follow progress in one place.

After every training, coaching session, or onboarding milestone, the same question goes unanswered: did it work? With structured skill evaluations you will actually know whether skills improved.

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The problem

Not a course catalogue

"Are they ready for the role?" deserves an objective answer

Most development tools start with offering trainings and hope it matches the need.
We start with the skills gap. What skills does this employee need to train to advance in their current role or move to the next role?

The education comes after the skill it is meant to close.

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How it works

From development plan
to verified skill data

Skills gap surface

Compare employee skill profiles against a job.
Missing skills and underlevel skills are shown.
No assessment round needed to start.

Set the goals

Select the skills worth growing.
Set a target expertise level per skill.
Add education, coaching, or on-the-job actions.

Translate into actions

For each skill to be trained, relevant suggestions are surfaced:

Coaches who can support on-the-job development
Training that address specific skill gaps

Training recommendations can include both internal programs and external providers (mtech+, Vlerick, SyntraBizz., Risesmart,...).

Follow progress

Status per action, visible to employee and manager. Stepstones show movement across expertise levels. Deadlines and owners in one view.

Verify the results

Check progress with structured evaluations.
Final level updates the skill profile automatically.

What's included

Everything needed to run development at scale

Everything needed to run
structured evaluations

Gap-based plan creation

Plans are proposed from the gap between profile and job, so the starting point is data instead of a blank template

Educations linked to skills

Attach internal training, external courses, coaching, or on-the-job actions to the specific skill each one develops.

Target expertise levels

Set the level an employee should reach per skill. Progress reads as movement between levels, not as a percentage complete.

Progress & status tracking

Every action carries an owner, a deadline, and a status. Managers see the full plan, employees see their own.

Development across teams

Filter open plans by team, job, or skill to see where development effort sits and which gaps stay uncovered.

Role based accesss

Managers and admins create and follow plans. Employees track their own. Coaches see what they need. No configuration required.

1 place to manage the growth of your employees

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