Make your skills‑based organisation real, not a slide deck
For HR, L&D and people leaders who are ready to move from job titles to skills.
Find the right person without asking around, because people keep their own skills current. Then staff, hire and develop on what they can actually do, and answer “do we have the skills?” in minutes.
Skills-based organisations are 107% more likely to place people efficiently and 98% more likely to retain key peopleSource: Deloitte, 2022
You cannot run on skills you cannot see
Belief isn’t what holds most organisations back. Data is. The taxonomy project never ships, the skills matrix goes stale in six months and the HCM skills module sits unused. So decisions drift back to job titles and who knows whom.
Job titles tell you who was hired. Skills tell you who can do the work.
4 steps from job titles to skills
A skills matrix is a snapshot. A skills map is live.
- 1
Design your skills framework
Skip the year-long taxonomy project. Start from a library of 70,000+ capabilities and 9,700+ certifications, and our experts help you put it in your own words.
- 2
Map your people
Employees add their skills, levels, certifications and the work they want. Managers validate.
- 3
Train managers and HR
We train managers, HR and L&D to use the data in 1:1s, staffing calls and planning meetings from day one.
- 4
Make your first decision with it
Staff a project, run a gap analysis or brief the board. Each decision that uses the data gives people another reason to keep it current.
Stop deciding on who you happen to know
Once the skills map is live, every people decision starts from the same data.
Role matching
Compare each person’s skills with the expectations for an open role, and find internal candidates HR and hiring managers never knew about.
Gap analysis
Set skill expectations by role or team and see gaps by department. Then aim L&D budget where you can prove the gap closed.
Skills search
Filter by skill, level, certification and availability at once, or ask in plain language and get a shortlist in seconds.
Manager 1:1 view
Skills, goals and development progress on one screen, so check-ins cover growth as well as task updates.
Open API and integrations
Sync with your HRIS and push skills data to Power BI to show the board what your workforce can deliver.
It works because people keep it current
10 verified reviews on G2
“Cut workforce planning time by 60%.”
“It’s rare to find a platform that can make workforce planning more data-driven while simultaneously making people conversations more meaningful.”
“It helps us stay audit-ready and meet the requirements connected to our ISO and AS certifications, while at the same time giving us a practical tool for identifying skill gaps.”
“It’s easy to use, easy to get value out of quickly, and it has a lot of flexibility in terms of integrating with different systems.”
“They have implemented many of our suggestions and worked with us as a reliable implementation partner to tailor the tool to our needs.”
“The platform also made it easy for us to track and report on technical certifications across numerous vendors, notify the right people when certifications were close to expiring…”
“MuchSkills is really useful for us to get a complete picture of the skills across our Delivery team, especially since it’s a large group with professionals from various specialties.”
“It helps to visualize each individual’s skills, identify weaknesses and work on improvement to increase productivity and efficiency.”
“Our managers are having better 1:1s than ever.”
“90% clearer visibility into team skills and project readiness.”
“Eliminated spreadsheet chaos across 200+ employees.”
“The initial setup was very easy, especially being able to sync AD users, which is really nice.”
“Transformed how we talk about skills, from assumptions to data.”
“The most compelling and intuitive solution on the market.”
Dmitry R.Head of People“I appreciate how easy it is to compile skills into an analysis list, give employees an assessment of their skills, and thus get a clear picture of the distribution of competencies in the company, such as AI skills.”
Recognised by
Everest Group PEAK Matrix® 2026
Red Dot Winner 2020
SHRM Better Workplace ChallengeBecoming skills-based: straight answers
What is a skills-based organisation?
A skills-based organisation bases hiring, staffing, development and workforce planning on what people can do and want to do, not only on job titles. Work is matched to skills, careers can move across roles, and leaders plan with a current view of capability. It only works with skills data people trust and use.
How do you become a skills-based organisation?
Start small and concrete. Agree a skills framework in your own language, have employees and managers map skills and certifications, train managers to use the data, then apply it to one real decision such as staffing a project or running a gap analysis. MuchSkills supports each step on top of your existing HRIS.
What makes skills-based organisations successful?
Skills-based organisations succeed when their data stays current and gets used. Profiles stay current when employees get something back: a visible growth path, better 1:1s, work they want. The payoff is measurable: Deloitte found skills-based organisations are 107% more likely to place people efficiently and 98% more likely to retain key people.
Do we need a finished skills taxonomy before we start?
No. MuchSkills starts from a library of 9,700+ certifications, 12,000+ tech skills and 70,000+ capabilities, and our team helps you shape it to your organisation. Many taxonomy projects stall because they try to be complete before anyone uses them. Start with the skills your current priorities depend on and add more later.
Does skills intelligence software replace our HRIS?
No. MuchSkills sits on top of your HRIS. It integrates with Workday, SAP SuccessFactors, Personio, HiBob, BambooHR, Dayforce and others, plus project tools such as Jira, Tempo and Harvest. Every plan includes standard HRIS integrations and SSO, and the open API pushes skills data to Power BI or other tools.
How long does it take to map an organisation’s skills?
Less time than most teams expect, because employees map their own skills in MuchSkills. In Nigeria’s Federal Civil Service, nearly 55,000 civil servants across 46 ministries mapped their skills, adding more than 5 million skill data points.
Is employee skills data secure and GDPR compliant?
Yes. MuchSkills is GDPR compliant and hosts customer personal data in the European Union. It does not use customer personal data to train, fine-tune or improve any third-party AI model, and its AI sub-processors are contractually barred from doing so. MuchSkills is also an approved UK government supplier on G-Cloud 14.
How much does MuchSkills cost?
Plans scale from Starter to Enterprise. Every plan includes standard HRIS integrations, SSO, SCIM and the open API, and Enterprise adds custom integrations and a dedicated customer success manager. The pricing page compares the plans; prices are on request.
See pricingSee your skills map before you commit
Book a meeting and we’ll show you a live skills map for an organisation like yours, plus the four-step plan to get you there.
Which divisions can deliver our AI roadmap next year?
Two of four, today. Delivery and Product have the data and cloud skills. Sales and Ops need people upskilled, and most already have nearby skills.
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