Projects sit unstaffed while the people who could do the work wait to be asked. Phenom brings skills, interest, and open work together in one place, so the next assignment goes to someone who already works for you.
Right now you can't see what your own people can do, or who would want a new assignment. So when new work comes in, the reflex is to go outside for capacity, while the person inside who could have done the work never hears about it. And if that person leaves, hiring a replacement costs more than the internal move would have cost. Phenom describes jobs and people in the same skills language, so you can fill projects from inside first.
Project staffing built on skills instead of who you know.
A project needs a skill, and the only way to find who has it is to ask around. Phenom pulls every employee's skills and goals into one picture, described in one shared vocabulary across your existing systems. Who can do the work and who wants it are no longer two separate questions.
Profiles that stay current AI reads how people describe their work and pulls out the skills.
Skills in context What a role needs depends on your industry, and a generic skills list won't capture that.
One picture People, skills, and goals from systems that never talked to each other.
Ask around and you get back the same handful of names leaders already trust. Phenom Gigs matches open projects against every employee's skills, including transferable skills no title search would surface. It works in both directions: employees see gigs that fit them, and managers see who qualifies.
Adjacent skills count People qualify for a gig based on what they can do, not the title they hold.
Interest matters Gigs reach the employees who said they want to grow, not just the usual names.
Wider than one leader's memory Matching finds people nobody would have thought to ask.
Today a short-term assignment lives in an email thread: someone writes up what's needed, someone else forwards names, and the start date slips while the thread goes around. With Gig Builder, a manager scopes the work, sets the time commitment, posts the gig, and picks who matches.
Managers own the posting They can put a gig up without sending every request through HR.
Scoped from the start The posting spells out the skills the work needs and how long it runs.
The work counts Whatever someone learns on a gig goes onto their profile.
One skills language across gigs, jobs, and career paths, employee data that stays current without a second database, and controls on who sees what an employee wants next all come from Phenom, so the first project staffed from inside is the start of a pattern, not a one-off.
Phenom X+ Ontologies describe a gig, a job, and a career path in the same terms, so the skill someone proves on a three-month project counts the same way when a permanent role opens, and the person who filled the gap once is the first name up when it opens for good.
Phenom reads your HRIS and LMS in both directions, so a profile starts full from data you already hold and a finished gig writes back to the employee's record. Nobody maintains a second skills database by hand, and nobody's project work goes unrecorded.
Phenom is certified to SOC 2 Type II and compliant with GDPR, with employee data encrypted in transit and at rest and access set by role, so what an employee says they want to learn next is visible to the people who can act on it, and to no one else.
75%+
visibility into internal talent for projects
89%
decrease in time to fill for internal roles
70%+
of employees onboarded and using the platform
We're able to bring someone to a position before it's been posted — that, to me, is a good sign that we're doing something right.
The AI helps employees find jobs they never would have found before. It's giving them suggestions on jobs they may not have all the skills for, but we can start the conversations to grow and develop those skills.
Uncover how you can confidently apply intelligence and automation to surface gigs to internal talent..
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