Grades, structure and career ladders,
connected to skills.
One place to map your company — departments, teams, roles and the skills each one needs. Employees see exactly what it takes to reach the next level.
Clear ladders. Clear skills. Clear next steps.
Career ladders link specializations, grades and required competencies — with exam pass marks where a grade requires proof, not opinion.
Your org chart, connected to reality.
Multi-level hierarchy
Departments, teams, squads, pods — build the structure you actually have and assign leaders at each level. Managers see their team; executives see the whole picture.
Skill requirements by role
Every position gets a competency blueprint. Track requirements by department, level and location.
Learn more →Capacity planning
Filter by role, skill level and department. See bench strength, find bottlenecks, and know where you are over- or understaffed.
Structure-to-recruiting pipeline
When you open a role, required competencies auto-populate from the grade definition.
Learn more →Span of control
See management ratios across teams and spot leadership gaps before they turn into burnout.
Four steps from org chart to skills map.
- 01
Map departments and teams exactly as your organization is.
- 02
Define ownership for every role, with required skills and proficiency levels.
- 03
Use grades in hiring, onboarding and succession — assess and close skill gaps.
- 04
Iterate grading levels as the organization grows and roles change.
Structure powers everything.
Employee profiles
Everyone sees how to progress and exactly what the next grade requires.
Assessments
Evaluate people against the requirements of their role — not a generic scale.
Learn more →See your org as it really is.
Open the demo and explore a sample company with grades, ladders and skill requirements already in place.