Skillties logoSkillties word mark

For HR & people development

HR as the enabler of strategy.

Skillties shows what your people can do, what your strategy is missing and what learning achieves. You steer with numbers, and the work runs itself.

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Target reached · AI basics · whole company

Example

62%

+18 points since the start in March, confirmed by colleagues

MarchTarget 80%October
Catching up right now+ 37 people
Easy to roll out

You lead the project. Departments bring the context.

Whoever knows a role describes it. With templates, every department lead builds the skills profiles for their area. Because departments built them, they actually use them.

HR sets the frame

Skills profiles for every role by 30 November

  • Four areas, 24 roles
  • Templates preselected
  • One lead per area
  • Deadline and reminder
  • Sales6 of 6 profiles
  • Production7 of 9 profiles
  • IT5 of 5 profiles
  • Finance2 of 4 profiles

Result

20 / 24

Skills profiles done, agreed within the departments.

  • Templates from the community
  • AI adds missing skillssoon
  • Agreed on the profile, with @mentions
  • Owner from the department
What you get

From administrator to shaper.

With Skillties, HR has the numbers that count in the strategy meeting, and a basis for every conversation.

Shaper, not administrator

You bring the strategy's target to every person.

Target profiles assigned140 / 140

Numbers for HR

Who can do what and where the target is missed, by area and profile.

Gaps in construction12 skills

Learning with impact

Confirmed levels instead of attendance rates.

People at target level+14

Conversations with substance

Self-view, feedback and target are on the table.

3
Self
4
Feedback
4
Target

Fill roles internally

See who is close before you search outside.

Close to “Team lead”
Skill data logic

Good decisions need data you can rely on.

How do you build your data logic? These are the usual ways.

Digital footprint

The system reads along and guesses.

Software analyses emails, documents, meetings and tickets and infers what someone can do.

Hidden skillsOnly shows what someone uses right now. You usually know that already. Little value for internal mobility.
Reflects your companyTargets and individual levels are unknown.
Departments on boardAre not asked.
Works council & privacyHard to implement: the software analyses work data.
Stays currentRuns in the background.
Effort for HRLow.

External databases

Thousands of terms. None of them yours.

A purchased database supplies skills from millions of job ads, ready sorted.

Hidden skillsDoesn't know who can do what at your company.
Reflects your companyGeneric skills. Your company has its own requirements and its own skills.
Departments on boardHigh resistance: the data doesn't reflect how departments really work.
Works council & privacyUncritical as long as there is no personal data.
Stays currentBought once, out of date afterwards.
Effort for HRVery high: select, map, translate, maintain.

AI-assisted & collaborativeSkillties

Your people define it. AI helps.

Departments describe their roles from templates, everyone rates themselves, colleagues confirm.

Hidden skillsBecome visible, including what no job description mentions.
Reflects your companyThe data truly reflects your company.
Departments on boardBuy-in without burying them in bureaucracy.
Works council & privacyInvolved: you agree together on the scope and whether performance is measured.
Stays currentOne minute per person, Entra keeps the list current.
Effort for HRLow. Departments maintain it.
Runs itself

We do the chasing.

Ratings and learning recommendations reach every person by email. Reminders run automatically. All you see is the response rate.

  • Rate straight from the email, no login
  • Learning recommendations for every gap
  • Reminders following your rules
  • Campaigns for whole rounds, with deadline and response rate soon
Skilltiestoday, 8:02

Tom, three skills are waiting for you.

Takes about a minute. Just tap your level.

AI basics
Risk management

Response · Rating round construction

  1. Invitation
  2. Reminder
  3. Final reminder
  4. Done

78%without HR following up

Learning recommendation for Tom

3 items on AI basics

AI in everyday projects · Podcast · 32 min

Prompts that hold up · Video · 14 min

Seamlessly integrated

We dock on. You change nothing.

People come from your directory, your systems stay as they are. On request we connect your HR system.

Microsoft Entra IDConnected in four steps, syncs on its own.today
CSVOnly the email address is required.today
More for your IT

Your HR systemon request

  • Personio
  • HRworks
  • SAP SuccessFactors
  • Workday
  • Sage HR
  • Kenjo
  • Factorial
  • HiBob
  • BambooHR
  • Oracle HCM
  • ADP
  • Deel
Questions

What HR asks us.

And what we answer.

Your question isn't here? Write to us.

Can we bring our competency model?

Yes. Skills and skills profiles can be imported via CSV. Fill gaps with templates from the library.

How reliable is a self-assessment?

On its own it isn't enough, so colleagues confirm. Older feedback counts less over time, keeping the picture current.

Can we reach people without a PC?

Yes. Rating works on the phone, card by card, in about a minute.

Do we raise expectations about training or pay?

Skillties shows skills and gaps and recommends learning content. It decides nothing about pay. What ratings count for is set in your rules, and you tell your people beforehand.

What do we tell the works council?

That it has a say: whatever needs its approval waits for its approval in Skillties. By default, feedback serves development.

Go to the works council page →
Where is the data stored?

In data centres in Frankfurt. Details on rights, roles and contracts are on the IT page.

Go to the IT page →
Is this yet another tool next to our HR system and learning platform?

Skillties complements both. People come from your directory, and you keep maintaining personnel data where it lives today.

Can we start small?

Yes. Start for free with one area. A sandbox for trying things out is always included.

What if the project ends up stuck with me?

That's what owners and department leads are for: every skills profile has someone from the department who maintains it. HR sets the frame.

What does it cost after the start?

Getting started is free. What the paid plans cost and include is on the pricing page.

See pricing →

Get to know us

Show what learning achieves.

Start for free, without a rollout project. Or let us show you in 30 minutes how other HR teams got started.

Book a callFor executives