OrgSkill gives employees a clearer way to show what they can do — and gives organizations the insight to recognize growth, uncover capability gaps, and make more informed talent decisions.
When it comes time to evaluate someone, most organizations reach for whatever is closest at hand: a job title, a hire date, a résumé written for a different role, and whatever a manager happens to remember. The real picture is spread across performance notes, project history, and conversations nobody wrote down.
That makes some things genuinely hard to see. Who has quietly built a new capability this year. Who is already doing the work of the next level. And where the organization has come to depend on one or two people far more than it realizes.
An employee's growth shouldn't depend on being noticed. Being good at your job and being good at talking about it are not the same skill.
The people who advance are too often the ones best at being noticed. We think that is a solvable problem: if capability is written down and kept current, it stops depending on who happened to see the work.
The marker shows where each skill started the year.
Most organizations can say precisely what they spent last quarter and only roughly what their people can do. We think capability deserves the same standard of evidence as everything else a business decides on.
See which skills exist, at what depth, and where they sit — across teams, functions, and levels.
Understand who is approaching the requirements of their next role, and which internal moves are worth exploring.
Recognize the people actively building new capability — and notice teams where development has quietly stalled.
Identify the capabilities your plans depend on that the organization does not yet have enough of.
Surface the skills held by only one or two people, so a departure is a known risk rather than a surprise.
Decide with more evidence whether a gap is best closed by developing the people you have or bringing in someone new.
The marker shows the level the role requires.
A résumé measures how well someone writes a résumé. We would rather judge candidates by the same standard we hold our own people to — and hold internal and external candidates to the same one.
OrgSkill informs the decision; it doesn't make it. Structured comparison gives your team a clearer starting point — the judgment stays with the people doing the hiring.
OrgSkill is built to help organizations recognize not only what someone has already accomplished, but the effort they are putting into getting better at their work — the progress that usually goes unrecorded between review cycles.
Employees and leaders should share the same clear picture of skills, expectations, and what development looks like.
Growth, initiative, and capability should be easy to see and straightforward to acknowledge.
Everyone should be able to see the paths available to them, and what it would take to be ready for the next one.
Workforce decisions deserve more complete, more structured information than a title and a hiring date.
Give employees a clearer way to demonstrate their growth — and give leaders a better understanding of the talent already inside their organization.