hr goat answering 'Who can run a client workshop?' with four people and how many colleagues rated each

Who can actually do what.

Not job titles. Not CVs. What your people can do today, and who says they can do it.

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Name a role. See its skills.

The five skills it needs most, and the level each one asks for.

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Pick a role.

See its core skills, and the level each one needs.

Five people can rate a skill.

One opinion is a rumour. Five is a picture.

Self
Where they feel strong, where they are stretched, what they want to work on next.
Manager
Observed capability in the role, backed by 1:1 check-in history and project outcomes.
Peers
People who actually review the code, sit in the client meetings, or work the shift.
Evidence
Certificates earned, CPD hours logged, and courses completed in hr goat L&D.
System
Role requirements, seniority benchmarks, and skill-decay flags over time.

One skill, Facilitation, rated five ways: self, manager, peers, evidence and the system

Skill map

A living inventory of your team's capability.

Every team has capability that never appears on an org chart. hr goat maps skills across teams, projects, and tenure so you always know what your company is ready to build.

React / TypeScript
GraphQL
PostgreSQL
AWS Architecture
System Design
Incident Response
Technical Writing
Mentorship
Contract Negotiation
Budget Forecasting
Cross-team Coordination
Client Presentation

Taxonomy auto-updates as roles and technologies evolve.

A team skill map in hr goat: five skills across four teams, deeper violet where the team is stronger

One AI across all of it, and every module is in every plan.

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An open role in hr goat: Depot Supervisor, you have 4 of the 5 skills, with Put my name forward and Find learning buttons

Growth & mobility

The map shows where they go next.

People leave when they cannot see their next step. When every role's required skills are visible, people can see exactly what they need to learn to get there.

Gap analysis shows each person exactly which skills are needed for the next band.
Suggested courses and internal mentors auto-link to every open skill gap.
Internal mobility searches let hiring managers find hidden capability across departments.
Skills taxonomy stays clean with automated deduplication and industry-standard mapping.