Find your role. Find your answer.

9 jobs, 9 headaches, 1 place to sort them.

HR Director

The board wants a skills audit. You want one screen.

“The CEO wants a skills audit by the end of the quarter. Our data lives in four systems and none of them talk. Honestly, I couldn't tell you what our people can do.”

  1. Skills by teamWhere you're strong and where you're thin, down to one person.
  2. Gaps against the planLine your skills up against next year. See what to grow and what to hire.
  3. A board report in minutesEvery chart comes with the numbers behind it.
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Skills by department in hr goat: each team marked strong, good, thin or gap
HR Business Partner

Stuck in the middle? Bring numbers, not opinions.

“The business thinks HR is fluffy. HR thinks the business moves too fast. If I don't walk in with numbers, nobody listens.”

  1. Your patch, your numbersSkills, reviews and who might leave, for your part of the business only.
  2. Who's ready to moveSpot people ready for a step up before they look elsewhere.
  3. Talent reviews with evidenceScores, gaps and readiness on one page. Fewer hunches, better calls.
See it in action
A business unit at a glance: 8% likely to leave, 74% of skills covered, 11 ready to move
People Operations

You run the engine room. It should run itself.

“Every review cycle, the same mess. Chasing managers who are two weeks late. Copying data between three systems. Fixing the process instead of running it.”

  1. Review cycles that chase themselvesSet it once. hr goat nudges the managers, so you don't have to.
  2. One set of recordsPerformance, skills, learning and succession in one place.
  3. Audit-ready, any dayEvery change logged with who, what and when.
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A mid-year review 86% complete, with reminders sent to the teams that are behind
CEO or Founder

Your next leaders, on one page.

“My finance director leaves in 8 months. Ask three people who's ready and I get three answers. I'm making a big call on gut feel.”

  1. Cover for every key roleHow deep the bench is for each job that matters. One-person risks, flagged early.
  2. Readiness you can trustWho could step in now, in a year, or later. Measured against the role, not on vibes.
  3. No nasty surprisesRoles with no cover, flagged before anyone hands in their notice.
See the succession view
Succession in hr goat: two key roles covered and one at risk with nobody ready yet
Line Manager

Who's ready to step up? And what do the rest need?

“I've got a team of 12. I know roughly who's good. I don't know what each of them can actually do, or what's holding them back.”

  1. Your team at a glanceEveryone's skills, how they fit the role, and the gaps that matter.
  2. Better one-to-onesKnow what to talk about before you sit down.
  3. A next step for everyoneA course or a stretch for each person, based on their real gaps.
See the manager view
My team: who is ready to step up now, in 6 months and in 12 months
Learning and Development

Spend the training budget where it actually works.

“We spent $80,000 on training last year. The CEO asked what we got for it. I didn't have a straight answer. Never again.”

  1. Know what to trainYour biggest gaps, found in minutes, not a spreadsheet marathon.
  2. Courses that close gapsWhich courses fix which gaps, and which gaps matter most.
  3. Proof it workedSkill measured before and after. Show the board what changed.
See how it works
Where learning pays off: skill points gained per $1,000 spent, by course
Talent Acquisition

Look inside first. Your next hire might already work here.

“I spent 3 months and $15,000 hiring a senior engineer. Two weeks later I found someone in product with 90% of the skills.”

  1. Inside before outsideName a job and hr goat shows who already has the skills.
  2. Roles built from skillsWrite the job once, skills and levels included.
  3. Adverts, interviews and offersSoonHiring joins soon. Moving people inside works today.
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An open role with 4 internal matches shown before anyone advertises it
CPD and Compliance

Every certificate. Every CPD point. Ready when the auditor rings.

“Our last audit took me 3 weeks of digging through five systems. Half the records were out of date. Not again.”

  1. CPD by roleEach role has its own CPD and certificates. hr goat keeps count.
  2. Mandatory training, on timeThe right course to the right people, with a nudge before it expires.
  3. Bring your own coursesLoad your SCORM courses. Completions land on each profile.
See the compliance view
CPD and certificates for the finance team: 94% compliant, with one certificate due for renewal
Small Business

Big‑company HR. Small‑company price.

“We're 30 people and everyone wears three hats. I need to know who can take on more and who's ready to lead. The big HR systems want $50,000 a year.”

  1. Free for 1 admin and 4 moreNo countdown. Pay only when you grow.
  2. Running before lunchSign up, add your people, get answers the same day. No consultants.
  3. Grows with youSimple enough for a founder on their own, ready for hundreds of people.
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A five-person company set up in hr goat in 12 minutes, on the free plan

Your role. Your answer. Today.

No project. No consultants. Start this morning.

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