What It Takes to Lead in Skills Intelligence: Lessons from the First PEAK Matrix^® Assessment

Skills confusion is paralyzing HR teams everywhere. You know your organization needs to become skills-forward, but you can't clearly see what capabilities you have today. There's finally a roadmap forward.

Everest Group recently released its inaugural Skills Intelligence PEAK Matrix® Assessment, evaluating 29 leading technology providers to identify what truly separates industry leaders from the pack. The results offer valuable insights for any HR professional wrestling with skills visibility challenges and wondering how to move beyond analysis paralysis.

The Skills Intelligence Challenge Every HR Team Faces

Picture this: Your CEO asks about internal candidates for a critical role. You know there's talent somewhere in your 10,000-person organization, but finding them feels like searching for a needle in a haystack. Meanwhile, your skills mapping project has been dragging on for 18 months with little to show for it.

This scenario plays out daily across organizations worldwide. According to Everest Group's assessment, the pressure to adopt skills-first approaches has never been higher, driven by rapid workforce shifts, emerging technical needs, and evolving business priorities.

But the research also revealed a critical gap: while organizations recognize the need for skills intelligence, many struggle to translate their data into actionable workforce decisions.

What Sets Skills Intelligence Leaders Apart

Everest Group identified just five Leaders in their assessment — and positioned Phenom as the Highest-Designated Leader among this exclusive group. So what is it that sets us apart? Phenom empowers companies to move from static skills databases to dynamic, industry-specific data foundations that actually adapt to organizational structure, business needs, and market evolution.

According to Sharath Hari, Vice President at Everest Group, true skills intelligence leadership requires more than just mapping capabilities:

"With a comprehensive skills ontology that spans industry-specific domains, Phenom enables dynamic job and candidate matching, robust skills inferencing, and fit scoring to drive smarter workforce decisions. Its integrated approach to internal talent marketplaces, skill-gap analytics, and learning personalization supports workforce transformation. Backed by partnerships with major HCM, ATS, and LXP providers, and recent innovations in AI via Phenom X+, it empowers enterprises to create connected and agile talent ecosystems.”

From 18 Months to Days: The Speed Revolution

Here's where things get interesting. Traditional skills mapping processes that once took organizations 18 months or years can now be completed in days with the right approach. At this point, it isn't just about efficiency — it's about organizational survival.

Consider these real-world results from organizations that cracked the skills intelligence code:

A Fortune 500 company generated 37% of hires from internal moves, while a global pharmaceutical company collected 200,000+ skills and centralized 29,000+ learning opportunities. Meanwhile, a global retailer increased internal applicants by 129% while decreasing time to fill by 89%, and a major bank achieved a 47% internal fill rate with 70% of their workforce adding an average of 23 skills each.

What fostered these breakthroughs? The ability to combine rapid skills mapping with precise skills inferencing from unstructured data, comprehensive talent lifecycle integration, and most importantly — autonomous execution through AI that acts on skills data without manual intervention.

The Action Advantage: Moving Beyond Analysis Paralysis

Being recognized as a Leader in this report is another demonstration of the breadth and depth of Phenom's platform. Not only do we continue to innovate with more products using skills as a foundation, we show customers real value in the form of increased productivity, engagement, and cost savings without sacrificing quality or visibility to internal talent.

To reiterate, the best skills intelligence platforms don't just analyze — they enable action. Whether that's posting internal opportunities, creating personalized development paths, or modeling workforce scenarios for strategic planning, the goal is turning insights into outcomes.

Take the Fortune 500 company mentioned earlier. Their challenge wasn't lacking talent. It was that employees found it easier to discover opportunities on LinkedIn than on their internal job board. After implementing comprehensive skills intelligence, they saw 60% of employees create profiles, update their skills, and signal openness to internal opportunities. The result? Not just improved metrics, but higher employee engagement with learning platforms and increased retention.

Learning from the Leaders

What can we learn from organizations already succeeding with skills intelligence? The retailer that increased internal applicants by 129% didn't just implement technology — they addressed the fundamental employee experience. Their director of North America Talent Acquisition & Operations noted: "We're trying to make it as easy as possible for employees to see what roles are available to them so that they can have those discussions with their managers and take action."

Similarly, Merck KGaA, Darmstadt, Germany demonstrates the power of comprehensive skills intelligence with over 36,000 employees actively using their platform, more than 200,000 skills entered, and over 1,000 mentorships enabled. Their success stems from treating skills intelligence as an integrated talent experience rather than a standalone tool.

Getting Started: Your Skills Snapshot Strategy

If you're feeling overwhelmed by the scope of skills intelligence, remember this: you don't need to boil the ocean. For organizations facing skills visibility challenges, starting with a complimentary Skills Snapshot assessment can provide clarity and direction for moving forward.

This approach addresses the most common pain points HR teams face: wondering how to become skills-forward, lacking actionable visibility into current capabilities, and dealing with skills architecture projects that drag on indefinitely.

The process is straightforward: map skills to critical roles, create visual samples of career progressions, and receive tailored guidance on implementing a complete skills career architecture. It's about getting clarity before committing to a full-scale initiative.

The question isn't whether your organization needs skills intelligence — it's whether you'll lead the change or get left behind. Luckily, the path from skills confusion to skills clarity is already well-marked. And speaking from experience, the destination is definitely worth the journey.

Ready to gain clarity on your skills landscape? You don't have to figure it out alone.
Request your Skills Snapshot here.