POV
A commercial pilot can hold a 737 type rating and not be legally allowed to fly a 737 today. Type rating says she's trained on the aircraft. Currency says she's flown three takeoffs and landings in the last 90 days. The first is permanent. The second
POV
The annual engagement survey runs in March. Forty questions, fifteen demographic cuts, a board-deck readout in May, a senior leadership debrief in June. The "engagement score" moves three points, plus or minus. The slide deck goes into a shared drive. Mid-year reviews start, performance cycles spin
POV
The HRIS sales team will tell you their suite handles skills. The LMS sales team will tell you their content library handles skills. The talent marketplace will tell you their AI infers skills automatically. Everyone in HR tech sells skills now — because the buyer asked for them, because the analyst
POV
Open the homepage of any vendor selling into HR right now and you'll find the word "platform" everywhere. Skills platform. Talent platform. People platform. Workforce intelligence platform. The word has done so much work in the last three years that it's stopped meaning anything.
POV
We recently landed our SOC2 Type II report and refreshed our GDPR posture. Both live in the Trust Center now, alongside the documents procurement teams actually need: DPA, sub-processor list, SLA details, security questionnaire, audit summary. The boring stuff. The stuff that doesn't make it into a
POV
We started building skills software in 2008. Eighteen years of history and the pattern that surprises me most isn't about features — it's about which vendors earn long-term trust, and which ones quietly get cut at the first re-org. The list is short. Most don&
Resource Planning
Most board meetings used to have one workforce slide. Total headcount, attrition rate, planned hires. Maybe a slide on DEI or engagement scores. The conversation was about cost. That conversation is changing fast. In 2026, boards are pressing CHROs on capability — what the workforce can actually do, where the strategic
POV
Open the talent suite from any major HR vendor and somewhere in the menu, you'll find a tab marked "skills." Open the LMS — there's a skills field there too. Open the talent marketplace — skills again, this time as inferred tags. Open the workforce planning
POV
Most workforce budgets are negotiated in two columns: headcount and training spend. They are scrutinized line by line. Approved with caveats. Adjusted at the margins. Then the year ends, and nobody can actually say what either column produced. That isn't a budgeting failure — it's a visibility
Skills Management
Every skills tracking effort starts in a spreadsheet. And honestly, for the first version, that's fine. A Google Sheet with names down the left, skills across the top, and proficiency ratings in the cells is a perfectly good starting point for a team of 10-15 people. The
Skill Gaps
Every executive knows AI is changing work. Few can answer the question that matters: which of our people need which new skills, and how big is the gap? The World Economic Forum's 2025 Future of Jobs Report estimates that 44% of workers' core skills will change within
Skills Based Organization
"Skills-based organization" has become the phrase every HR tech company puts on their homepage. Deloitte writes reports about it. LinkedIn runs campaigns about it. Conference keynotes build entire talks around it. And somehow, despite all this attention, most organizations still make workforce decisions based on job titles,