Careers that don't depend on a spreadsheet.
Career ladders, succession benches, internal mobility and skill gaps — all on the same employee record HR already trusts.
Current
Senior Engineer
L5 · Engineering
Next role
Staff Engineer
L6 · Engineering
Skill delta
- System designHave
- Code reviewHave
- Cross-team+1
- Mentorship+2
3
Ready-now successors
12mo
Runway
Careers are quietly left to chance.
Most companies talk about growth but track it in private docs. Internal mobility, succession and skill gaps deserve a system, not a sentiment.
Succession is a private spreadsheet
Two HR leaders maintain a tab nobody else sees. When someone leaves, the bench is whatever they remember.
Internal mobility loses to external hiring
The recruiter posts externally because the internal job board is broken, manual, or invisible. Best people leave to get promoted.
No skill-gap visibility for the next role
Employees don't know what's expected at the next level. Managers don't know what to coach for. So nothing changes.
Up and across. Same record.
Vertical promotions and lateral moves from a single role — both with median tenure expectations, skill deltas and prerequisites visible.
Staff Engineer
L6Median tenure2-3 yrs
Skill delta+3 skills
Engineering Manager
M5Median tenure2 yrs
Skill delta+5 skills
Platform Engineer
L5Median tenure—
Skill delta+1 skill
Solutions Engineer
L5Median tenure—
Skill delta+2 skills
A bench. Not a guess.
Critical roles with named primary and secondary successors, readiness windows and risk-of-loss flags — visible to the leaders who need to act on them.
VP Engineering
Low riskCurrent
Successors
- SKSarah KimPrimary · 12 months
- JNJonas NeffSecondary · 24 months
Head of Customer Success
High riskCurrent
Successors
- ALAna LópezPrimary · Ready now
- PTPriya T.Secondary · 12 months
Director of Sales
Medium riskCurrent
Successors
- RMRavi MehraPrimary · Ready now
- LBLiam B.Secondary · 12 months
Head of Finance
Low riskCurrent
Successors
- NDNikhil D.Primary · Ready now
- EMEva M.Secondary · 24 months
Targeted at the next role. Not the wishlist.
Per-employee gap charts against the target role's skill rubric — recommendations route into training, mentorship and stretch projects automatically.
System design (large-scale)
+2 to goPath: Architecture deep-dive · 4 wks3 → 5 of 5Cross-team coordination
+1 to goStretch: lead Payroll x Performance launch3 → 4 of 5Mentorship
+2 to goCoach 2 ICs · paired with Diego3 → 5 of 5Tech writing
+2 to goModule: Tech writing · 2 hrs2 → 4 of 5Business acumen
+1 to goAsync: Pricing & packaging2 → 3 of 5
Recommended
3 paths
Stretch projects
1 active
Mentor
Diego Cruz
The job board that comes to you.
Internal openings ranked by match-score against the employee's skill profile — with manager-visibility toggle so people can explore quietly first.
Staff Engineer · Platform
PlatformBLR · Remote-friendly
Strong match · 92%VisibleInterestedEngineering Manager · Payments
PaymentsBLR · Hybrid
Good match · 78%PrivateExpress interestSolutions Engineer · APAC
GTMSG · On-site
Stretch match · 65%PrivateExpress interestTech Lead · Mobile
AppsBLR · Hybrid
Good match · 84%VisibleExpress interest
Succession shouldn't be a spreadsheet. It should be a system.
Per-employee talent platforms charge again on top of HRIS for the same record. People runs ladders, succession and mobility on the existing employee record — at one operator price.
Stop losing your best people. Start growing them.
Ladders, benches and internal jobs on one record. One operator price. The career conversation finally has a system behind it.
- On the same record
- Internal-first hiring
- Free for every employee