Overview
Founded in 2022, Talentguide operates in the growing skills intelligence category, building tools that help HR teams, managers, and employees understand current competency levels, identify skill gaps, and plan development pathways.
The company operates in the same broad space as TechWolf, though with a potentially different angle or market focus. Skills intelligence has become a priority area for large organizations as workforce planning grows more complex and as AI changes the nature of required skills faster than traditional HR processes can track.
Key people
In the news
- Every hiring and promotion decision is a judgement call. The question is whether that judgement is visible or hidden. That's the real case for investing in a skills framework: 1. Shared vocabulary. Employer and employee agree on what counts as valuable work, in the same terms. 2. Defensible decisions. No framework is fully unbiased but writing the criteria down makes choices explicit, reduces bias, and lets others challenge them. 3. Better job profiles. Roles can still be described in free text, but the text should align with the
- You have a great attitude. We'll figure out the rest." Sounds encouraging, but it's actually a disservice to employees. Your people deserve an honest mirror: 👉 What can I do, and at what level? 👉 How well do I fit my current job? 👉 How do I map to future roles? 👉 Which of my skills will AI strengthen, and which might become redundant? A clear skill profile answers those questions, not praise around the attitude of someone. But creating, and then discussing a skill profile is hard. We know! Truth is, employers don't reward
- You don't hire for skills, you hire for attitude. You can always teach skills." Simon Sinek's line gets repeated in almost every hiring discussion. Only half of it is right: some things are hard to teach, so hire for those and build the rest. But that quote is a problem when it's used to avoid accountability. "Attitude" becomes the answer, and the harder questions get skipped: → Which skills does this job actually require? → At what level? → Today, and when AI reshapes the work (even more)? → Can this employee realistically gain
- Quick update: development plans now track completion and status! Here's what's new: ➜ Development Plans have a status now: Active or Completed ➜ Managers and admins get a proper edit mode ➜ You can tick off individual trainings and coaches as they're done, each track a completion date ➜A progress counter shows how far along a plan is (2/3 done, etc.) ➜ Finish a plan and you can immediately schedule an evaluation from it, to check how someone's skills have actually moved It's live for all customers. Open a development plan and
- Here's an uncomfortable truth: many job descriptions are written once and hardly ever revised. Meanwhile the actual role keeps changing; new responsibilities, new tools, new priorities. A year later, the description and the reality have almost nothing in common. So we're curious… how often does YOUR organization revise job descriptions? Drop your answer below 👇
- L&D still reports training hours. And that number tells leadership almost nothing. In the mean time, every other function moved on. Marketing dropped impressions a decade ago. Finance doesn't report hours spent on bookkeeping. They all report outcomes. But training hours still land on executive dashboards, because they're easy to collect and politically safe. So ask the harder question, when training hours go up, 👉 Are critical roles better covered? 👉 Are employees becoming ready for new roles faster? 👉 Is workforce
- Look mum, our office is featured in the national newspaper!" - Every talentguide employee yesterday https://lnkd.in/eBGVcN4S
- Most employees don’t know where they stand and what's next for them. And managers often lack the clarity to guide them. That’s a problem! If you want internal mobility to work, people need to know: 👉 Where am I today? 👉 What’s next? 👉 What’s needed to get there? We launched a Career view that shows how an employee’s current skills align with their current job. No guessing, no interpretation, just transparency. We believe that's what's needed to enable better career conversations and better de
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