Every employee can see their next role and what it takes to get there. Phenom Career Pathing starts from the roles and skills you already have, not a finished job-architecture project. AI drafts the paths between your roles, your team edits and publishes what fits, and the first go live in weeks.
Ask where your company's career paths live: usually a deck one team built years ago, a spreadsheet HR keeps by hand, nothing for everyone else. Employees can't look up what the next role takes, and the usual fix is a job-architecture project that runs for years and lands stale.
Career Pathing checks your roles and skills against Phenom's ontology and drafts the paths between them. Your team edits and publishes; nothing goes live until you do. Paths can be corporate-, employee-, or market-driven. An employee picks a role and sees the gap plus courses, mentors, and gigs.
Try itConventional career pathing hands you an empty structure: define the job architecture, map the skills, then it works. Career Pathing starts at the other end, drafting paths from data you have, so your team edits instead of builds. That decides how fast you launch and whether the map stays true.
The career module you already own. It starts empty and stays empty until someone hand-builds the framework behind it, which is why owning one and using one differ. Career Pathing arrives with paths already drafted from your roles and skills, so the first visit finds something worth seeing.
The architecture-first project. Standard advice: finish your job architecture and map skills before a pathing tool works, which is why it keeps slipping to next year. Phenom reverses it: AI drafts paths from today's data, the architecture forms as your team edits, and you launch in weeks.
The paths in the deck. A deck path was accurate the day it was written; the org has reorganized since. Career Pathing keeps the map in the same system as your live roles and skills, so when roles change, your team redraws paths where employees look. Keeping it true is an edit, not a project.
Show every employee a way forward. Make growth easier to navigate.
Most talent teams are small, and mapping careers across hundreds of roles by hand is the project they can never staff. Career Pathing does the heavy lifting: AI drafts paths for every role from your job and skills data, including functions that never had one. Your team reviews and publishes, one function at a time, and the map grows from there.
A drafted starting point The first version of every path comes from AI reading your roles and skills data, not from a workshop series.
Your team holds the pen Nothing goes live without your review: your team can block a progression, redraw a path, or define a company-specific career architecture.
Weeks to first launch The first paths go live in weeks rather than the years an architecture-first build takes, and you can expand function by function.
Growth advice mostly reaches people who already have a mentor, a well-placed manager, or a desk at headquarters. Career Pathing puts the same map before everyone: any employee sees where they are now, the roles they could move toward, and what each requires, including the cross-team and cross-function moves a hallway conversation never surfaces.
Three answers in one place Where an employee is now, the role they want to reach, and what closes the distance.
Every direction on the map Vertical, lateral, and cross-functional moves are all visible, not just the promotion directly above
No raised hand required Employees explore on their own, without needing to know the right person to ask.
Learning libraries fill with courses nobody tied to a role, so employees finish them and stand where they started. Development needs a destination: an employee picks a target role, and each recommendation targets the gap between their skills and the role's: courses, mentors, and gigs. Completions update their profile, so a closed gap stays closed.
A side-by-side skills comparison The skills an employee has and the skills the target role needs, compared on one screen.
Learning that knows the target Career Pathing recommends courses from your connected learning system based on the target role's requirements, not a generic interest list.
Progress that sticks Completed courses, gigs, and mentorships update the employee's profile, visible to their manager and HR.
Career Pathing runs on the same skills foundation as the rest of Phenom, so a path never dead-ends: the same data that drew the map also finds the openings, the mentors, and the projects that move someone along it.
Once a path is established, Phenom Talent Marketplace shows the live openings, so the matching internal roles are in front of an employee the moment they are ready to move. Gigs gives short internal projects aimed at the gap, and the Career Coach Agent answers which moves are open and what skills each one would take.
Inside Career Pathing, AI reads your roles and skills against Phenom's ontology to draft paths, suggest next roles by skill adjacency, and run a gap analysis for any target role. Those gaps only mean something if the profile is real, so two agents build it: one interviews employees on past roles and skills, the other scores each claim as evidence, so gaps reflect what they can prove.
Access to see, edit, and publish paths follows the roles and permissions your team sets. SOC 2 Type II certified, GDPR and CCPA compliant, with AES-256 encryption and annual penetration testing protecting every employee profile the product touches.
60%
of employees have completed a profile
30%
of employees received job recommendations matched to their skills
2k+
roles with skills and progressions mapped
We didn’t have any skill intelligence before Phenom. Even the concept of skills ontology was not really there. For the first time, all Bouygues opportunities are accessible to all employees.
Phenom helped us build a tool that created an ecosystem for us, not just for people to find their next jobs, but to actually grow within the company, build a network, and build mentorships.
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