MuchSkills is a skills intelligence platform built for the full width of how organisations use skills data – consulting and professional services firms staffing projects and winning RFPs, HR and L&D teams running gap analysis and internal mobility, compliance and regulated industries tracking certifications and audit evidence, and engineering organisations managing squad composition and key-person risk. From 100 to 70,000 employees, the platform is live in days, employee-owned, and built to inform decisions at every level of the organisation – not just at the top.

365Talents is an enterprise talent platform acquired by Docebo in January 2026. It is built to help large organisations map workforce skills at scale and connect those skills to training, mobility, and succession decisions – in their own words: "Through our integration with Docebo, skills become actionable across training, projects, and career paths."

The difference is what they think skills intelligence is for – and who they think should own the data.

365Talents' core platform includes employee self-declaration and manager validation. But their current front-door message to the market – the first thing on their homepage in May 2026 – is a playbook called "The Hidden Workforce: How manufacturing HR can map skills without employee input." Their Skills View offering is positioned explicitly as "workforce visibility without employee login or rollout," built for environments where asking employees to participate consistently fails. Their own rationale, stated on their site: "Most skills strategies fail in operational environments – not because of missing data, but because they rely on employee participation." That is not a niche product note. It is a design philosophy – the idea that workforce visibility is primarily an HR challenge to be solved from the top down, with or without the workforce's active involvement.

MuchSkills was built on the opposite belief. Employee participation is not a problem to engineer around – it is the mechanism that makes skills data accurate enough to act on. Employees own their profiles. Peers can see them. Certifications are tracked and validated. The data is live because the people it describes have a direct interest in keeping it current: their profiles determine what projects they get staffed on, what RFPs they appear in, and what development opportunities are visible to them. A World Bank study across 27,000 employees confirmed the principle: Peer-visible skills data drives self-correction and keeps accuracy high without administrative intervention.

For organisations at the scale of Alstom or Société Générale, running top-down HR restructuring programmes across tens of thousands of employees, that top-down approach is a coherent choice. For a 300-person IT consultancy, a 500-person engineering firm, or a 150-person aerospace supplier – it is the wrong architecture for the problem they are actually trying to solve.

The result is a platform used daily by resource managers building project teams, bid managers responding to RFPs, compliance officers preparing for audits, and employees managing their own growth – not just by HR leaders running annual talent reviews.

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At a glance

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Where MuchSkills wins

The data belongs to the people it describes

MuchSkills is built on a principle most enterprise talent platforms engineer around: The people described by the data should be the ones who maintain it.

Skills View – 365Talents' current front-door offering – exists because their architecture assumes the opposite: That in large industrial environments, employees don't update skills profiles, so the platform infers skills from HRIS data and job histories instead. That may be a coherent solution to a real problem. But it has a ceiling. Data inferred from legacy records tells you what a person's file says about them. It does not tell you how deeply they can apply a skill, whether they want to be doing that kind of work, whether their certifications are current, or whether they are available and motivated for a specific project. For a 250-person IT consultancy staffing a cloud migration project by Thursday, a 400-person engineering firm demonstrating ISO Clause 7.2 compliance before a client audit, or a 150-person managed services provider building an RFP response overnight – approximations built from stale HRIS data are not good enough. MuchSkills is built for exactly these organisations – and also scales to organisations like Höegh Autoliners across multiple continents and across 70,000 federal government employees in Nigeria.

MuchSkills works differently from 365Talents. Employees self-report their skills on the validated 1-9 scale. Managers validate what matters. Admins set requirements and review gaps. Profiles are visible to peers – which is precisely what keeps them accurate. The Red Dot Award-winning user interface was designed for the practitioner first, not the HR administrator. When a consultant logs in and sees a clear visual representation of their own capabilities, their development trajectory, and the skills they are building toward, they have a direct reason to keep that data current. The incentive is built into the design architecture.

The adoption figures are the consequence of that design. Höegh Autoliners reached 90%+ profile completion across their global workforce. The difference is not a marketing number. It is what happens when data belongs to the people it describes.

Skill Will – the dimension 365Talents does not have

Both platforms track what employees can do. MuchSkills also tracks what they want to do.

Skill Will is a motivation layer that sits alongside the proficiency scale. For every skill, an employee can declare not just how capable they are, but how motivated they are to use and develop that capability. No other platform in the skills intelligence category does this.

The practical consequence is immediate. A resource manager searching for a cloud architect does not just want someone who scores seven out of nine on AWS – they want someone who is energised by that kind of work and is likely to perform at their best. A delivery lead building a long-term engagement team needs to know not just who can do the job, but who wants to grow in that direction. Placing people in roles that match both their capability and their motivation reduces delivery risk and improves retention. Placing technically capable people in work they have no interest in does neither.

365Talents allows employees to declare ambitions and career interests. That is not the same thing. MuchSkills’ Skill Will is a structured, rated, searchable motivation layer that sits directly alongside proficiency data and can be filtered in AI Super Search. It changes what a search result means.

Skills data for the people making operational decisions

365Talents' 2026 roadmap describes their AI agents answering strategic questions for "HR Admins, HR and Managers" – where to prioritise upskilling, mobility, or recruitment across the workforce. The endpoint is always an HR decision, flowing downward.

MuchSkills serves a different set of questions, asked by different people. A resource manager who needs to answer "do we have anyone available with Azure and Kubernetes experience who is free from the 12th?" in under ten seconds. A bid manager who needs to assemble a credible project team for an RFP that landed this morning. A compliance officer who needs to produce a live, filterable view of every certification in the organisation before an auditor arrives. These people are not running annual talent reviews – they are making operational decisions that have commercial and regulatory consequences today.

AI Super Search makes this possible. Search the entire workforce simultaneously by skill, certification, and availability. The result is not a list of employees for HR to analyse – it is a ranked, actionable answer to an operational question.

Certification tracking and compliance evidence

365Talents is an enterprise talent marketplace. Compliance tracking is not a primary use case.

MuchSkills tracks 8,000+ certifications with automated expiry alerts, role-based gap analysis against required certifications for each role, and a full attribution audit trail – who changed what and when. For organisations with ISO 9001 Clause 7.2, AS9100, or similar requirements, this is not a secondary feature. It is the difference between walking into an audit with evidence and scrambling to produce it.

The consulting and professional services firms that make up the majority of MuchSkills' customer base face a related version of the same pressure. Clients increasingly require specific certifications before awarding contracts. AWS, Azure, GCP, PMP, PRINCE2, CISSP – the ability to search the entire workforce by certification and produce a compliance report in minutes is a commercial capability, not just an HR one.

Operational in days, not months

MuchSkills is live in days. Employees build profiles from day one. Certifications are configured early. Most organisations see meaningful, searchable skills data within the first month. Höegh Autoliners went from deployment to embedding MuchSkills data in annual strategic reporting within the first year.

For organisations that need to move – a consultancy that just lost an RFP because it could not evidence the right skills, a compliance team that failed a surveillance audit, an engineering firm that discovered a key-person risk when their lead architect resigned – the implementation timeline is not a procurement footnote. It is the whole point.

Where 365Talents fits

365Talents is built for large enterprises – 10,000 employees and above – that need to map workforce skills at scale without depending on individual employee engagement. Their reference customers include SNCF, Veolia, Alstom, and Société Générale. Following their acquisition by Docebo, their 2026 roadmap explicitly connects skills intelligence to LMS training deployment, with AI agents designed to identify gaps and route employees into learning paths. If your primary requirement is enterprise-wide skills mapping connected to a corporate learning infrastructure, and your organisation has the HR transformation resource to implement it, that is what they are built for.

Who should choose which

Choose MuchSkills if:

• You need skills intelligence that is operational in days, not months
• Your primary users are resource managers, delivery leads, bid managers, or compliance officers – not just HR
• Employee adoption matters – you need people to actively own and update their skills data
• You need to track certifications, produce compliance evidence, or prepare for ISO or similar audits
• You want to capture not just what skills exist but how deeply they apply and whether people are motivated to use them
• You are anywhere from 100 to 70,000 employees and do not want to rebuild your HR infrastructure to get there

Choose 365Talents if:

• You are a large enterprise (10,000+ employees) running a top-down workforce mapping or restructuring programme
• You have a dedicated HR transformation team and the implementation runway to match
• Your primary requirement is connecting skills intelligence to corporate learning and LMS training deployment at scale
• Multi-language support across 45+ languages is a core requirement