AI-native workforce operating system
Make people your competitive advantage in the AI era.
Unlock the potential of every person by understanding their skills, goals, performance, and aspirations and empower them to do the best work of their careers.
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4.9
The problem
Your workforce is changing faster than your HR systems.
AI is reshaping roles, skills, and how work gets done. But most companies are still making workforce decisions using static job architecture, fragmented talent data, and disconnected systems.
Jobs change faster than your job architecture.
Static role definitions can't keep up with how AI is changing tasks, responsibilities, and skill requirements.
Skills data doesn't show what your people can actually do.
Resumes, job histories, and self-reported skills are weak proxies for real capability and potential.
Learning isn't connected to real capability gaps.
Generic development programs don't account for each person's current skills, how their role is changing, or what the business will need from them next.
You don't know where the talent should come from.
Companies struggle to decide when to hire externally, when to move people internally, and where the biggest workforce gaps really are.
AI won't replace your company. A competitor that redesigns its workforce around AI will.
How Talentpilot works
Right people. Right roles.
Results that follow.
Talentpilot connects job architecture, skills, development, redeployment, and hiring in one system, so you can align roles, capabilities, and talent decisions.
Job context
Job architecture
Solutions Engineer · Medior
AI readiness
Role criteria
Technical discovery
Solution scoping
Competencies
Client consulting
Stakeholder communication
Structured standard · reused across hiring, development and redeployment
Align your job architecture with how work is changing.
Turn the job context you already have into structured role standards. The criteria that matter, the required level at each career step, and the AI readiness every role needs.
Create a consistent foundation for hiring, development, and redeployment.
Understand the capabilities across your workforce.
Map skills, capabilities, and AI readiness against consistent role standards to see where your strengths are, where gaps exist, and who is ready to grow.
Make better workforce decisions with a clear view of the capabilities you already have and the ones you still need.
Capability map
Solutions Engineer · 12 people
AI workflow design
5 below standard
Client consulting
All 12 meet it · 5 above
Cloud architecture
7 below standard
Team leadership
All 12 meet it
Rachel M.
Ready for Senior
7 of 8 bars met
White line = the standard at each career step
Development focus · Q3
Cloud architecture → Level 3
Foundations of cloud design
Done
Architecture review with Niko
Week 3 of 6
Lead a real migration design
Starts next
Let's walk through the failover plan you drafted. Where would it break at 10× load?
Develop the capabilities your workforce needs next.
Turn skill gaps into personalised development and reskilling, supported by continuous AI coaching.
Prepare your people for evolving roles and future business needs.
Move talent where your business needs it most.
Match people to emerging roles based on capability overlap, readiness, and future role requirements.
Retain critical talent while shifting workforce capacity toward growth areas.
Top matching roles
Derek W. · Solutions Engineer profile
Solutions Engineer
Ready now
Meets 7 of 8 criteria
AI Ops Analyst
Coaching plan with Niko
2 criteria to close
Data Engineer
4 criteria to close
Matched against your published role standards
01:24 · Interview with Alex
That's really helpful context on how you prioritize under pressure. Now I'm curious about something else: how do you approach a project when the goal keeps changing halfway through? Can you walk me through an example?
Hire the capabilities your business needs.
Source, engage, assess, and move candidates through the hiring process using the same role and capability standards that guide your internal workforce decisions.
Make faster, more consistent hiring decisions around the capabilities that matter most.
Case Studies
Proven with teams like yours
"The capacity of our recruiters tripled as screening and interviews run autonomously, while every decision stays with the team."
“It brings objectivity to the subjective assessment of candidates or employees. This makes employee development significantly more relevant and personalized.”
“Talentpilot is an absolute game-changer in people management.”
Make people your competitive advantage.
Align roles, skills, development, redeployment, and hiring around the capabilities your business needs next.
The Foundation
One system.
Every talent decision connected.Talentpilot uses the same role, skills, and capability standards across hiring, development, and redeployment, so every workforce decision is based on shared context.
Role & people context
The better you understand your people and roles, the better your workforce decisions become.
Compliant, secure
& scalable
Where Talentpilot sits
We don't replace your HCM.
We make it decision-ready.
Talentpilot is the intelligence layer on top of the systems you already use. Your HCM keeps the record. Talentpilot makes it decision-ready.
Your system of record
SAP SuccessFactors, Workday, your ATS
Holds the org, the people data, the processes and the requisitions. Built to store what HR already knows and keep it governed.
Talentpilot
The agentic intelligence layer
Defines what each role actually requires, measures what people can demonstrate, and runs the agents that act on it.
The agents
Meet the agents that help you transform your workforce for the AI era.
Alex helps you hire. Niko helps your people develop.
See it on your own workforce.
Start with one team, one role family, or one hiring need. Most companies are live in days.
AI-native workforce operating system
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