Most organizations can't say what skills their people have right now. Phenom takes the data you already have and maps skills and proficiency to every role and person in your workforce, then keeps that map current as the work changes.
A year in, the skills project still hasn't gotten off the ground. The job architecture isn't finished, competing skill libraries live in different systems, and definitions age as fast as your team writes them. Meanwhile, hiring still runs on titles. Phenom drafts the framework from your own job data and employee data, your team curates that draft, and Phenom's ontology keeps the framework current as roles change.
One skills foundation: built from your data, kept current, and put to work.
The daunting part is getting every division to agree on what a job requires, especially when the same title means different work in each division. Phenom X+ Ontologies writes the first draft from your job descriptions, your systems, and your org structure: a job architecture with skills and proficiency for every role, in your own language.
Your language, kept Bring your own skill names and terminology; they work just like the ones Phenom ships with.
Grounded in each division Roles reflect how that part of the business actually runs, not how a template says it should.
Review, then publish The draft is already written, so your team refines and publishes instead of starting from scratch.
Nobody trusts a skills profile that someone typed in once and never touched again. So we don't ask anyone to type one. A Phenom AI agent asks employees about the work they actually do, and turns their answers into skills and proficiency levels on their profile. Completed work and manager validation keep those profiles current.
Validated skills are marked You can see which ones carry evidence and which are still self-reported.
No annual survey Profiles update from work and learning, so nobody has to run a survey campaign.
Candidates, too Their claimed skills are checked against real experience before an interview.
If skills are collected once a year and never used, they’ll change nothing. A layer that stays current can inform decisions all year. Phenom keeps your skills data in sync with your core systems and answers the questions leaders keep asking: who can do this work today, where the gaps are, and what learning closes them.
A searchable inventory See who already has the skill you need, and at what level, before you look outside.
Roles in motion See which tasks are being automated and which skills are becoming critical.
One language everywhere Your HR systems finally describe skills the same way.
One set of skill definitions that every agent reads, an HCM that stays the system of record and stays described, and guardrails on who sees a proficiency gap, all from Phenom. The framework stops being a project the day it becomes the language your hiring and development already run on.
Phenom's X+ Ontologies are not a skills library sitting beside the products. The definitions your team publishes are the ones every agent reads, so the skill you name for a role is the skill a sourcing match scores, a career path requires, and a learning recommendation fills. Change it once and every decision built on it moves too.
Your HCM stays the system of record, and Phenom reads it in both directions, so a role added there gets its skills drafted without anyone asking, and a skill validated in Phenom lands on the record your other systems read. Two systems, one description of the person.
A skills profile says what someone can do and what they cannot do yet, which is personal data in every sense. Phenom carries SOC 2 Type II certification and GDPR compliance, encrypts data in transit and at rest, and scopes access by role, so a proficiency gap is visible to the employee and the people helping close it, not the whole company.
30%
of employees received job matches built on skills
70%
more employee skills captured than their HCM alone
2k+
roles with skills and progressions mapped
We didn't have any skill intelligence before Phenom. Even the concept of skills ontology was not there. Now for the first time, all Bouygues opportunities are accessible to all employees.
We believe that skills taxonomy is not the business we operate in…we choose to use Phenom to manage, maintain, and evolve the skills taxonomy and ontology in-line with the market evolution.
Pick one job family. On a working call, we'll use your own roles to draft its skills and proficiency levels while you watch, so you can judge the map against work you already know.
Skills mapping identifies the skills and proficiency levels required for every role and held by every employee, so a company can see where its capabilities and gaps are. Phenom Ontologies drafts that map from the job and employee data you already have, keep it current as work changes, and make it searchable, so you can find people with the right skills before recruiting externally and see where skills gaps are opening up.
Phenom and your HCM work at different layers. Your HCM stays the system of record, and it expects a skills framework to already exist. Phenom's skills mapping drafts that framework from your own job and employee data, keeps it current as the work changes, and writes the same skills language back into the systems you already run. New roles get skills drafts automatically, and validated skills update across connected systems.
Phenom checks the evidence behind every claim. A stated skill is compared with work history, including which roles the person used it in, how recently, and what learning or validation sits behind it, so the profile shows a proficiency level rather than a bare keyword. Evidence builds from several sources at once: completed work, learning activity, manager validation during existing conversations, assessment, and data from your system of record. Validated skills are clearly marked, and no single supervisor can hold a profile up.
Yes. Phenom ships with its own skills ontology and integrates the taxonomy, job architecture or competency framework you've already built, instead of discarding or duplicating it. Your terms drive matching, career paths and learning recommendations exactly the way Phenom's do, and your team decides which definition wins when two collide. Change a skill definition once and it carries through every connected use.
No. Phenom's skills ontology drafts a skills map from the jobs and data you have today and re-maps it when your architecture changes, so employee profiles, the skills inventory and matching can begin now and carry forward. Because the ontology is built on job and skills data from across the market, it also recognizes skills your job descriptions never mention and flags emerging ones. Your architecture is the starting point, not the ceiling.
Phenom's ontology does the first pass and your team curates. It reads whatever description each course has and maps the course to skills, using what it already knows about how skills relate to each other. Your team then reviews the courses that matter most. Thin descriptions lower confidence, but they don't stop the mapping.
Phenom keeps skills profiles current on their own, refreshing them from work, learning and validation, and prompts employees only when an update pays off for them, such as when they're exploring a role or starting a development plan. This prompt can be driven by a Profile Builder Agent to automatically gather information from the employee without needing to manually investigate. That gives leaders a live view of current skills, gaps and emerging needs. Phenom customers capture 70% more employee skills than their HCM alone and have mapped skills and progressions for more than 2,000 roles. At Bouygues, "for the first time, all Bouygues opportunities are accessible to all employees."
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