What your systems know about employees often goes stale. Phenom’s AI Agents for talent management work from one skills foundation to keep profiles, skills evidence, career guidance, and workforce plans current by talking with people in the tools they already use. Every decision about a person stays with a person.
Employee profiles often become outdated because they have to be manually maintained. The skills people have built, the work they've done, and their future career goals are unaccounted for. That frozen record is where every downstream decision starts, and workforce plans end up modeling a workforce that has already changed.
Your people never have to find the agents; the agents come to them. A nudge in the chat tools they already use, or one chat to ask. The right agent steps in: an interview fills a profile, an assessment scores a skill, a career question gets a real answer. Those conversations keep leaders' plans current. No new portal, no login, no form.
Most of what sells as an agent today is one of two things: a chat assistant bolted onto an HR suite, or an analytics module with a prompt box on top. Both talk. Neither moves the work.
They act on a live foundation. A bolt-on tool answers from a stale database. These agents read and write one live foundation.
They go first. A chat assistant waits to be asked. These agents reach out on the rules your team sets.
They stop short of the decision. Others promise software that decides. These agents prepare it. A person still decides.
Profile Builder Agent
The Profile Builder Agent interviews employees about their work and adds what it learns to their profile. It captures more details like the career someone had before their current company, the skills built since the profile was updated, and the history of anyone who arrived by acquisition and never crossed a hiring flow. Your team sets the scope.
You set the scope Configure what the interview covers, how long, and in what language.
Skills inferred from the story The agent infers skills from the experience and education an employee describes
Updates surfaced Every interview ends with a change report to the people you name.
Skills Validation Agent
A profile can claim a skill. A staffing decision needs the level, and the evidence behind it. The Skills Validation Agent settles that in a structured conversation: questions matched to the skill and level, plus the required questions your team defines, scored against your thresholds. The result is a per-skill scorecard, written to the profile as evidence. Checking it takes a conversation.
Your bar, your questions You set the skills, the required questions, and the thresholds.
One person or a whole role family Assess ahead of a single move, or across a group at once.
Results go to people, not a black box A scorecard informs a decision, never makes one.
Career Coach Agent
An employee asks the Career Coach Agent about their future and gets an answer from the platform's own paths and skills data: the roles within reach, the gap to close, and the learning that closes it. It doesn’t wait to be asked, and nudges about stale profiles, due development tasks, or mentors to connect with, in the chat tools where work happens. A skill mentioned in passing becomes a profile update.
Guidance without an appointment No review cycle to wait for, no meeting to book.
Nudges with a next step Every reminder points at something the employee can do right then.
The employee owns the story What someone shares updates their own profile, in their words.
Workforce Planning Agent
Workforce Planning Agent works for the people planning the workforce. It connects strategy, market signals, and workforce data to forecast the roles and skills the business will need, then models the gap against the workforce you have. Leaders get build-or-buy options as proposed hiring and development plans. When strategy or conditions shift, the proposals shift with them. The agent proposes. Leaders decide.
Demand read from strategy Forecast from where the business is going, not the last cycle.
The gap, modeled Current workforce against future need, down to role and skill level.
Recommendations with a draft attached Options arrive as plans you adjust or reject.
What the agent does independently
Every agent on this page has the same job description: prepare work for a person. Employees own their story, managers and HR own outcomes, leaders own the plan. And what they do stays visible: interviews end in reports of what changed, assessments in scorecards, plans in proposals a leader can open and inspect.
A person, or a rule a person set. An employee asks. Your team launches an interview or validation cycle and picks who it reaches. A nudge or proposal fires on triggers your team configured. An agent never reaches out on its own.
Its own output, and nothing more The next question in scope, response scores against set thresholds, and recommendations.
Everything, at the decision. Results, reports, and proposals go to the employee and people you designate. They control what’s next.
The agents are not a layer beside the platform. They run on the same skills foundation as every Phenom talent management product, which is why one conversation with one employee makes the whole system smarter.
Career Pathing runs on profiles the agents keep true, Talent Marketplace matches on skills the agents have scored, and ERM puts every captured signal where HR already works.
Every agent reads from and writes to one skills ontology and one profile per person, and the interview technology inside Profile Builder and Skills Validation is already proven with candidates at scale.
Agents recommend, people decide. Your team configures who an agent reaches, what an interview covers, and where thresholds sit. SOC 2 Type II certified, GDPR and CCPA compliant, with every conversation logged.
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