Who uses Skilbit
Leaders check whether the strategy can be delivered. Talent teams decide where to invest. Team leads see what each person needs next.
CEO and Chief People Officer
Can we execute our strategy? Skilbit answers it one priority at a time, from the levels your people hold against the levels their roles require.
Skilbit for the CEO and Chief People Officer
Readiness for every priority
Your strategic priorities
Pick the three to five priorities you have already agreed from an industry-tuned library, and word them the way your leadership team does.
The skills they need
AI proposes two capabilities per priority and a short list of skills from the governed library. Each one enters the model only after you approve it.
A readiness figure per priority
When the board asks why a priority sits at 28%, open it to the weaker capability, the skills behind it and the roles where the gap is. Anyone not yet assessed counts as not ready.
Head of Talent Development
Where should we invest? Development budgets often go to whoever asks first. Skilbit shows which skill gaps put the strategy most at risk.
Skilbit for the Head of Talent Development
Skill gaps ranked against the strategy
Strengths and thin spots
The capability landscape shows where the organization is strong and where it is thin. Strengths people hold outside their role show up too, and never count toward readiness.
The gaps that matter most
Every gap is ranked by how much the skill matters to the priorities and how far people are from the level their role requires.
One scale across teams
Role expectations come from a benchmark of 200+ roles and a deterministic leveling engine, so a gap in one team means the same as a gap in another.
Team Lead
Where does my team need to focus? You already know your people. Skilbit shows where each of them stands against the levels their role requires.
Skilbit for the Team Lead
What each person needs and where they are
Their rating and yours
Your people rate themselves against levels written as behavior, and you rate the same skills for each direct report from the team view.
The level that counts
Readiness uses the average of the two, and both ratings stay visible. When you disagree, you see two different numbers, which is a good place to start talking.
What to work on next
Each person sees their skills ordered by strategic importance and gap, and picks their own development targets from that list.
See how ready your people are for your strategy
Bring your strategic priorities. In 45 minutes you leave with them mapped to skills and a readiness picture of one team.