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.
What companies use Talentpilot for
Right people. Right roles.
Results that follow.
Four problems every company faces in the AI era, and how Talentpilot solves each one.
Niko
AI adoption coach
Megan R. · Account manager
Can AI actually help with my client proposals?
Yes. Paste your CRM notes into your AI assistant and I’ll show you the two checks to make before it goes out.
Proposal draft
Before
60 min
With AI
8 min
Sales team · AI adoption
54%
+18 pts
meet the adoption standard for their role
Q4
Q1
Q2
Q3
Licences don’t deliver results. People do.
See who already turns AI into better work and who hasn’t started. Niko, the AI coach, works with each person on their real tasks until AI shows up in their results, not just in their logins.
Adoption measured by how people work, not by licences issued.
Rebuild every role around how work is done now.
If your roles still describe pre-AI work, you’re hiring, developing and promoting against a job that no longer exists. Redefine each one before the gap grows.
Starts from the roles and job descriptions you already have.
Account Manager · Medior
Role redesign, from your current job description
In review
Proposal drafting
You check
Account research
You check
Pipeline reporting
You check
Client negotiation
Stays human
New in this role
AI workflow design
R2
AI judgment & boundaries
R3
Goes live once HR approves
Daniel K. · Sales team lead
This week
7 people
Tue
Pipeline review
Wed
Feedback · Kevin
Fri
Team AI check-in
4 of 7
use AI well
Before Friday’s team AI check-in
4 of 7 now use AI well. Open with Megan’s proposal workflow, then ask Kevin and Emma where they got stuck.
Build the agenda with Niko
Give every manager a coach of their own.
Managers lead their teams through the change while their own roles change too. Niko helps them prepare for one-on-ones, hard conversations and their team’s AI adoption, based on how each person is actually doing.
Coaching on the conversations already in their calendar.
Hire people who already work well with AI.
Alex, the AI recruiter, sources, reviews and interviews against the same AI-native role standard your employees are measured on, so AI fluency is tested before the offer.
Candidates and employees measured on one standard.
Jordan P.
Candidate · Account Manager
Meets 7 of 8
Criteria
Resume
Interview
AI workflow design
Claimed
Demonstrated
AI judgment & boundaries
Not mentioned
Demonstrated
Client consulting
Claimed
Demonstrated
Negotiation
Claimed
Partial
Interview with Alex
Live · 9:40 PM
Walk me through the last time you used AI on a client task. What did you check before you sent it?
Same standard as your account managers
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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