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Solutions

Hire, develop and plan on the whole person.

Psychometric profiling and competency assessment software for employers and governments. Enterprises use it for hiring, mobility and planning. Ministries and agencies use it for national workforce programmes.

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Talent matrix28 assessed
All profilesMatrixCatalystOrg gapsTeam comparison
Client Delivery Lead
Competency evidence against psychometric fit
Fit weights set for this role
Ready now
ARWTAMNHDLPNFAMCOHSKRKGOLTHMYBCompetency evidence →Psychometric fit →

Choose your sector

Enterprise

Hire, keep and grow people with the full picture.

For CHROs, talent leaders and operating teams making hiring, mobility and succession decisions under commercial pressure.

Three colleagues reviewing a report in a Riyadh office
For heads of talent acquisition and hiring managers

Talent acquisition

Shortlist on skills, values, motivation and fit together, and give the hiring panel scores it can question.

  • Fit scored against the profile of each role
  • Competency evidence from case studies written for the role
  • 5,700 candidates profiled in a single engagement
2 weeksrecruitment cycle for a global energy company, down from 6 to 9 months
Multi-dimensional intelligence
Competency evidence · Client Delivery Lead
CompetencyKnowledgeCase studyScoreTargetGap
Stakeholder engagement4.54.54.53.0+1.5
Client communication4.04.04.03.0+1.0
Delivery planning3.53.53.53.0+0.5
Service escalation4.03.03.53.0+0.5
Data interpretation2.52.52.53.0-0.5
Coaching others3.02.02.53.0-0.5
Score is the average of knowledge and case study, out of 5. Gap is the score minus the role target.
For CHROs, workforce strategists and business leaders

Strategic workforce planning

Start from sector benchmarks before you share any internal data, then set your own capability against the strategy and see where you are strong and where you are exposed.

  • Capability mapped against 18+ global frameworks
  • Skill gaps by department and geography
  • A hire, move or train option for each gap
87%of 3,000 employees placed in strong-fit roles by a regional aviation group
Workforce analytics
Strategic capability mapFY26 growth plan
AI strategy
On track
Data governance
Gap
Commercial leadership
On track
Customer success
At risk
Operational scale
At risk
Suggested action
Hire a data governance lead. Two architects in commercial leadership have the adjacent skills to move across.
For L&D leaders and capability heads

Targeted learning and development

Pathways built from each person's gaps and motivations, with progress measured against the gap.

  • Pathways generated from role-specific competency gaps
  • Courses matched to each person's interests
  • Links to internal openings as well as the catalogue
80%+course completion, against an industry baseline of about 11%
Lifelong learning
Learning
Top picks for you
Chosen from your profile, interests and skill gaps
20 matched
6 lessons · 98 min
Commercial Strategy for Sales LeadersMatches: Enterprising, Investigative
4 lessons · 68 min
Selling to the Executive CommitteeCloses gap: stakeholder engagement
4 lessons · 74 min
Coaching a Sales TeamCloses gap: coaching others
5 lessons · 82 min
Data Storytelling for ManagersCloses gap: data interpretation
For talent management and internal mobility leads

Internal mobility

Find the internal candidate before you advertise externally, and make every redeployment, succession move or stretch role easy to explain.

  • Fit scored across roles throughout the organisation
  • Transferable skills mapped between roles, functions and countries
  • Internal candidates shown for every open role
How fit is scored
Career centre
Where could you go next?
Target role: Client Partner Director
3 routes found
Now
Senior Account Executive9 skills evidenced
Next · 1–2 yrs
Enterprise Account Director81%6 of 10 skills
Sales Manager, SMB77%4 of 8 skills
Solutions Engineer68%2 of 8 skills
Destination · 3–5 yrs
Client Partner Director74%via Enterprise Account Director
Regional Sales Director63%1 of 10 skills
Request a demo Read the customer programmes

Used by public agencies and enterprises across Asia and the Middle East

Workforce Singaporee2i, Employment and Employability InstituteMDECPetronasNaluriStrand Aerospace
Why Epitome

Built for enterprise scale and public-sector scrutiny.

Measurable impact

Outcomes tied to the indicators your leadership already tracks.

From one team to a nation

In use from 50-person teams to programmes spanning 145,000 officers in 120+ agencies.

Enterprise-grade security

GDPR, PDPA and CSA STAR Level 1. ISO 27001 and SOC 2 Type II on the roadmap.

Set up in days

Modular, with no HRIS integration needed. Start with the part you need first.

Office workers crossing a footbridge in a business district at morning
Across both sectors

Workforce sustainability.

Match people to roles that fit their values, motivations and strengths, and report the results in your ESG disclosures. Enterprises and public institutions use it the same way.

Read the approach
What impressed us most was how quickly we could identify high-potential talent that traditional screening would have missed entirely.
NNNizam Bin Mohamed NadzriCEO, Malaysia Debt Ventures

See what Epitome would show about your workforce.

Start with the decision you need to make next. Set-up takes days, and you can add modules later.

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