SkillsNav: Workforce intelligence from a conversation

// PRODUCT // SKILLSNAV

A real map of what your people can actually do.

SkillsNav interviews your workforce by AI voice (a natural spoken conversation, not a form) and turns those conversations into a structured skills inventory. From the inventory it finds the gaps against the roles you care about, maps who-knows-what across the org, and tells you what to train and who to hire.

Free-form speech in, structured analytics out. Know which knob to turn before you spend a training budget or open a req.

FIG. SPEECH → STRUCTURED SIGNAL

REF: SKILLSNAV-00 Free-form spoken interview resolved into a structured, comparable skills signal

01 // THE PROBLEM

Job titles are not capability.

Most organizations have no real map of the skills their workforce actually holds. HR systems track titles and certifications, not what people can do. So when you want to staff a new initiative, find where expertise concentrates, or decide whether a gap should be closed by training or by hiring, the honest answer is usually a spreadsheet built from guesswork.

Surveys get ignored. Manager assessments are subjective and don't scale. The signal is buried in noise, and you end up tuning the wrong knob.

REF: SKILLSNAV-01

// WHAT TODAY LOOKS LIKE

Capability tracked by job title, not by what people can actually do
Skills surveys nobody fills in and nobody trusts
Manager assessments that are subjective and never scale
Train-vs-hire decisions made on a hunch, not a map
No idea where critical expertise concentrates, or where it is one resignation from gone

02 // HOW IT WORKS

Conversation in. Decision-ready analytics out.

SkillsNav is a two-surface product: an interview surface that assesses individuals, and an executive dashboard that aggregates everything into org-wide intelligence.

STEP 01

mic

Interview by voice

A natural spoken conversation with each employee, not a survey. People talk; the AI listens and probes.

STEP 02

schema

Build the inventory

Speech is normalized onto a shared taxonomy, so two people's answers map onto the same comparable skills inventory.

STEP 03

query_stats

Find the gaps

Gap analysis against the roles and initiatives you care about, plus a who-knows-what map of where expertise actually lives.

STEP 04

recommend

Train or hire

Actionable recommendations: each gap maps to a specific course or a hiring profile, not generic advice.

PIPELINE: VOICE INTERVIEW → NORMALIZED INVENTORY → GAP ANALYSIS → TRAIN-OR-HIRE

03 // TWO COORDINATED SURFACES

REF: SKILLSNAV-02A

SURFACE // INTERVIEW

The interview app

Assesses individuals through a fluid spoken interview and returns each person their own skills profile. The surface employees touch: measured, conversational, never a chore.

REF: SKILLSNAV-02B

SURFACE // DASHBOARD

The executive dashboard

Aggregates everything into org-wide analytics: campaigns, a skills library, reports, and cross-campaign trends for leadership. The surface that turns the inventory into decisions.

04 // WHO IT IS FOR

Any organization that needs to understand its own workforce.

SkillsNav is white-label and multi-tenant by design. It was built with a corporate-training partner, where every gap maps straight onto that partner's own course catalog, but the same platform fits any enterprise weighing whether to train or to hire.

HR and L&D leaders get capability they can plan against. Executives get a defensible answer to where expertise lives and where it is thin.

CORPORATE TRAINING / EDTECHENTERPRISE HR & L&DWHITE-LABELMULTI-TENANTMULTILINGUAL

FIG. WHO-KNOWS-WHAT

REF: SKILLSNAV-03 A who-knows-what network: people connected to the expertise they hold

05 // THE HARD PART

What makes it different.

DIFF-01

graphic_eq

Free speech → comparable data

The core engineering: conduct a fluid spoken interview and reliably extract a normalized, comparable inventory, so two employees' answers land on the same taxonomy. Free-form speech in, structured analytics out.

DIFF-02

menu_book

Recommendations grounded in a real catalog

Train-vs-hire is only useful if it points at something actionable. Gaps map to a specific course catalog and to hiring profiles, never generic advice you can't execute on.

DIFF-03

hub

White-label, multi-tenant, multilingual

Re-skinnable per customer, runs many organizations, and interviews in more than one language, with a pathway to SOC-2 for enterprise procurement.

DIFF-04

sync_alt

Two surfaces, one source of truth

Keeping the per-employee assessment app and the executive analytics app consistent over shared workforce data is a non-trivial data-modeling problem. It is where most skills tools quietly fall apart.

06 // STATUS & STACK

REF: SKILLSNAV-04

// STATUS

Live.

Scoped and shipped as a 30-day MVP with a corporate-training partner. Interviews run, the inventory and gap analysis land in the dashboard, and the product is in use.

STAGE: LIVE // SHIPPED AS A 30-DAY MVP

Under the hood

A monorepo of two coordinated apps (interview + dashboard) sharing data and packages
AI voice interview pipeline
LLM-driven skills extraction and train-vs-hire recommendation
Analytics and reporting layer on the dashboard side
Built white-label and multilingual from the first commit