See readiness and gaps across every team, in time to act.
Workforce analytics for HR and workforce leaders. Compare readiness, find capability gaps and spot early warnings by team and function, each with a suggested next step for a named person, team or programme.
Six views, from the whole organisation down to one person.
Organisation summary
Headcount assessed, average fit and readiness across every business unit, with the gaps that recur most often.
Organisation gaps
The competencies where the largest share of people sit below their role target, ranked so you know where to invest first.
Competency overview
Every person against every competency for a role, sortable, with unassessed people shown separately from low scorers.
Team comparison
Each team member against the role benchmark: who is ready now, who is developing, and which gap the team shares.
Actionable insights
Invitations outstanding, strong fits identified, and the top three gaps in a cohort, each with a suggested next step.
Manager co-pilot
Prompts when a check-in is overdue, someone stops progressing on a course or new results come in, delivered in the product or as a weekly digest.
Find the gap your whole team shares.
In team comparison, every member is scored against the role benchmark on four dimensions. You see who is ready now, who is still developing, and the gap most of the team shares, which is where to fund development first.
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.
Follow up on overdue check-ins and stalled learning.
Lapsed check-ins, stalled courses and widening gaps between someone's values and their role are worth a conversation. Managers see each one with a suggested next step, and can mute any kind of prompt they don't need.
Sources: Gallup, State of the Global Workplace 2024; Work Institute Retention Report
From evidence to a decision in three steps.
Collect evidence on more than skills
Competency scores, psychometric profiles, work values and learning activity, gathered from assessments people take once and update over time.
Compare against benchmarks
Results are set against role targets and against patterns across 1.3 million career profiles, so a score of 60% has a reference point.
Name the next action
At the foot of each view is a recommendation tied to a specific person, team or programme: follow up an invitation, shortlist a strong fit, fund a course.
What customers found when they looked.
Epitome helped us see beyond the resume. The insights into team dynamics and individual potential have fundamentally changed how we approach succession planning.
See your organisation's gaps in one view.
Start with benchmark data on day one, then add assessments team by team.