Unlock the skills your firm needs to reach its full potential

Skills are at the core of managing your talent and their work. Empower your professionals with skill tracking and development so they can advance at your firm and in their career.

Nurture well-rounded people and stronger performance across your firm

Skill tracking for professional services

We help build the best skill management process, as well as the skill library and benchmarks needed for a firm to perform at its highest level.

A well-rounded & adaptable workforce

With effective skill tracking, firms can improve productivity and performance, as well as respond better to opportunities and changes.

Effective training plans & staffing decisions

Skill tracking can integrate to inform your performance management, learning plans, professional development planning, and work allocation.

What we do

Systematize your skill management to strengthen your competencies and your client work

Progressive skill development By level, competency, department & role

Dictate the skills your people need throughout their career

Create a central repository that shows employees what skills they’re expected to develop. For professional services, you may want to organize skills by competency and then break them down by career level (early career, mid-level, senior). Other options include general skills across departments, such as leadership skills, or skills for each job or role. Choose whether progress is tracked by level of experience (from no experience with a skill all the way to mastering it) or by the number of times they complete the skill. Pre-built with best practice skill sets for several departments and practice groups.

Skill tracking Progress updates, skill gaps, career roadmaps

Identify employee skill gaps and work experience with precision

Use skill tracking to predict each employee’s gaps and what experience they’ll need to fill them. As your people train and practice a skill, they can quickly update their experience level and leave comments. See their overall progress (how many skills are complete, in progress, incomplete, or not started) and identify the gaps they need to fill to advance to the next stage of their career. They can prioritize getting work experience to fill those gaps, while you can strategically assign them relevant work.

Project-specific tracking Accounting system integration, skills per project

Track skills acquired from specific projects and work experience

Professional services firms and organizations can have their people track skills by project or matter. Integrate with your accounting or billing system so people can track progress on every project they bill hours on. It makes it easy on them, because they can consider everything they contributed to a project and update all their relevant skills in one go.

Organization-wide reporting Status report, update reminders & progress reports

Get a bird’s-eye view of your organization’s skills and progress

Review a status report of who has updated their skills, with automatic reminders sent out to those who haven’t. Reminders can be sent out regularly, including weekly, monthly, or quarterly. Check on people who have no recorded experience in a skill or find people with extensive experience in a skill you need. With a firm-wide view that can be filtered by department, office, or practice group, see what collective skills and experience your firm has and how it matches your branding. Identify the gaps in your expertise and fill them.

Dictate the skills your people need throughout their career

Create a central repository that shows employees what skills they’re expected to develop. For professional services, you may want to organize skills by competency and then break them down by career level (early career, mid-level, senior). Other options include general skills across departments, such as leadership skills, or skills for each job or role. Choose whether progress is tracked by level of experience (from no experience with a skill all the way to mastering it) or by the number of times they complete the skill. Pre-built with best practice skill sets for several departments and practice groups.

Identify employee skill gaps and work experience with precision

Use skill tracking to predict each employee’s gaps and what experience they’ll need to fill them. As your people train and practice a skill, they can quickly update their experience level and leave comments. See their overall progress (how many skills are complete, in progress, incomplete, or not started) and identify the gaps they need to fill to advance to the next stage of their career. They can prioritize getting work experience to fill those gaps, while you can strategically assign them relevant work.

Track skills acquired from specific projects and work experience

Professional services firms and organizations can have their people track skills by project or matter. Integrate with your accounting or billing system so people can track progress on every project they bill hours on. It makes it easy on them, because they can consider everything they contributed to a project and update all their relevant skills in one go.

Get a bird’s-eye view of your organization’s skills and progress

Review a status report of who has updated their skills, with automatic reminders sent out to those who haven’t. Reminders can be sent out regularly, including weekly, monthly, or quarterly. Check on people who have no recorded experience in a skill or find people with extensive experience in a skill you need. With a firm-wide view that can be filtered by department, office, or practice group, see what collective skills and experience your firm has and how it matches your branding. Identify the gaps in your expertise and fill them.

Use Cases

Elevate how you manage the competencies of your firm and its professionals

Create a ‘career path’ of skills

Set clear growth expectations by showing your people the exact roadmap of skills they need to advance in their career. Create progressive technical skill requirements and work experience that will take your professionals from junior roles to mid-level to senior.

Assign people to projects based on skills

Integrate with our work forecasting and allocation tools to assign work that will suit or develop skills. See whose skills meet project needs or stack teams with diverse, complementary skills. Create opportunities for shadowing or mentoring relationships.

Address competency gaps and make staffing decisions

With our analytics and reports, you can easily identify competency gaps in your firm and quickly make strategic workforce planning and project staffing decisions.

We help our clients build skilled firms & organizations