When employees can't see a next step where they work, they go find one somewhere else. Phenom maps every role in your company and the skills it takes to move from one to another, so each person sees which moves are open to them, what each move requires, and how to get the development that prepares them.
The engagement survey says growth. The exit interviews say growth. Leaders promise career paths. Then recruiting takes priority again. The people who wanted to grow end up leaving, and you replace them at today's market price. Phenom puts a system behind the promise: career paths built on skills, development plans with actual steps in them, and managers ready to have the career conversation.
One place for the path, the plan, and the conversation.
Most employees can name the next rung on their ladder and nothing after that. Phenom Career Pathing turns your roles and skills into a map of the whole company. AI drafts the paths, your team curates them, and every employee sees where they stand, where they could go, and how they get there.
Sideways counts Lateral moves and jumps into other functions are on the map, same as a move up.
AI drafts, your team curates Paths come from your own roles, not an industry template.
The gap, spelled out Employees see which skills and experience separate their role from the next one.
Require development plans, and people come back asking what they are supposed to put in them. With Phenom, the path fills in the plan: courses matched to the skills the target role needs, gigs and mentors matched to the employee, and progress that feeds back into their profile.
Learning with a reason Courses map to the gap between an employee's role and their target role.
Growth beyond the classroom Mentors and stretch assignments count as development.
For the whole workforce Everyone gets a plan, not just the people on a critical-talent list.
Whether a career conversation happens at all still depends on which manager someone gets. Phenom gives every manager the same starting point: their team's skills and stated aspirations, plus the moves and development worth suggesting to each person. What the manager and employee agree to gets recorded in the same place.
No more "it depends on your manager." Every recommendation comes from the same paths employees already see.
Nothing gets lost An employee's aspirations and the steps they agreed to take are saved in the system.
Visible to leaders They can see whether conversations are happening and whether development leads to moves.
The whole org modeled as connected roles, not just a hierarchy, integration with the systems already tracking pay and requirements, and conversations kept private from leadership rollups.
Phenom's Ontologies map every role in the company as points on a connected graph, not a hierarchy, so a lateral move or a jump into a different function surfaces as a real path, not something an employee has to imagine on their own.
Phenom connects to your HRIS and compensation systems, so a suggested move reflects the pay band and requirements that actually apply, not a generic next step.
Phenom is SOC 2 Type II certified and GDPR and CCPA compliant, with AES-256 encryption. Leaders see whether career conversations are happening, not the private details an employee shared with their manager.
50%
of the workforce promoted or developed
10%
reduction in employee attrition
62%
increased engagement in learning material
It's not a ladder—it's a lattice…you can go in whatever direction you want.
We truly believe that every employee should be in the driver's seat and have ownership of running their own career.
The biggest driver of attrition is lack of visibility to career options. Let us show you how we can rapidly generate skill requirements and progressions for your roles.
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