You can't optimise what you can't see.
Epitome profiles the personality, interests, values and competencies of your people, then matches them to the roles you need to hire for, develop and keep filled. Start on day one, with no HRIS integration.
Used by public agencies and enterprises across Asia and the Middle East
Pick the question you need answered first.
You can buy any one module on its own. Most organisations start with a single question and add the others once they have assessed their first teams.
- Set each strategic priority against the capability you have today.
- Start from benchmarks covering 330,000+ skill-to-occupation mappings, before you share any employee data.
- Decide which gaps to hire for and which to fill from inside.
| Competency | Knowledge | Case study | Score | Target | Gap |
|---|---|---|---|---|---|
| Stakeholder engagement | 4.5 | 4.5 | 4.5 | 3.0 | +1.5 |
| Client communication | 4.0 | 4.0 | 4.0 | 3.0 | +1.0 |
| Delivery planning | 3.5 | 3.5 | 3.5 | 3.0 | +0.5 |
| Service escalation | 4.0 | 3.0 | 3.5 | 3.0 | +0.5 |
| Data interpretation | 2.5 | 2.5 | 2.5 | 3.0 | -0.5 |
| Coaching others | 3.0 | 2.0 | 2.5 | 3.0 | -0.5 |
- Candidates complete a Catalyst profile and a case study written for your role.
- Shortlist on competency evidence and fit, weighted the way you choose for each role.
- Every score breaks down into parts a hiring panel can question.
Your last one-to-one was five weeks ago.
No activity for 37 days. Ask what got in the way: workload, timing or relevance.
Competency assessment complete. Strongest on data interpretation; coaching is the gap.
- Managers get a prompt when a check-in is overdue, someone stops progressing on a course, or new results come in.
- In the values and motivation data you can see where what a person wants from work no longer matches their role.
- Have the conversation months before a resignation letter, while a move is still possible.
6 lessons · 98 min
4 lessons · 68 min
4 lessons · 74 min
5 lessons · 82 min- Each person gets a pathway built from their own gaps, interests and target role.
- Public officers on personalised pathways finished more than 80% of the courses they started.
- Track progress against the gap itself, course by course.
Three kinds of evidence. One profile per person.
Most HR systems hold one of these. In Epitome you compare role requirements, individual profiles and labour-market context in one place.
Competency profiles for your roles, drawn from 18+ frameworks including O*NET, ESCO and SkillsFuture, then adjusted to your job descriptions.
Catalyst profiling covers personality preferences, vocational interests, sixteen work values and team role, alongside a competency assessment for the role.
Labour supply, salary benchmarks and transition pathways, so you can weigh hiring someone new against moving or training someone you have.
A person keeps the same profile from application to promotion.
Shortlist on evidence instead of on how well a CV was written.
Candidates take Catalyst and a case study built for your role: a multi-select question, a ranking and an open answer. You see each person's competency evidence next to their fit, and you decide how much each kind of evidence counts.
Give everyone a route to their next role.
Each person sees the roles they could move into, the skills they would need for each, and courses chosen from their own gaps and interests. Their manager works from the same map.
Follow up while you can still keep someone.
Managers get a prompt when a check-in is overdue, someone has stopped progressing on a course, or new results come in. Each prompt names the person and a next step, and nothing goes on an employee's record until the manager confirms it.
Your last one-to-one was five weeks ago.
No activity for 37 days. Ask what got in the way: workload, timing or relevance.
Competency assessment complete. Strongest on data interpretation; coaching is the gap.
See the readiness of a whole team at once.
Compare every member against the role benchmark, find the gap most of them share, and decide whether to hire, move or train.
A decade of assessment data behind every benchmark.
Each new assessment is compared with profiles from employers, ministries and universities across Asia and the Middle East.
Results from aviation, energy and the public sector.
During a major restructure, a regional aviation group matched 3,000 employees to new roles on skills, values and motivation, and kept the people and the knowledge it would otherwise have lost to severance.
Read the story
A global energy company profiled 5,700 candidates on skills, values and motivation together, and replaced a recruitment cycle of six to nine months with a two-week, documented decision process.
Read the story
Across 145,000+ public officers in more than 120 agencies, learners followed pathways built from their own profiles and role targets. More than four in five finished what they started.
Read the storyIt is important that we be able to assess and understand our jobseekers holistically. The profiling services allow us to approach interventions from a multi-angled perspective.
Epitome helped us see beyond the resume. The insights into team dynamics and individual potential have fundamentally changed how we approach succession planning.
What impressed us most was how quickly we could identify high-potential talent that traditional screening would have missed entirely.
Both our owner and the CEO of the company see Epitome Profiling like a crystal ball. It helps them understand the people that they work with or are going to recruit.
Awards and analyst coverage
Three golds and a silver at the HR Vendors of the Year awards, the NTUC Digital Learning Transformation Award, and coverage from Gartner.
See how your workforce fits the roles you need.
In a short working session we map your roles against the benchmark data and show where your workforce is strong and where it is exposed. Bring three to five roles if you would like a worked example. No integration or IT work needed.