Skill matrices and career levels for growing engineering teams

Yes — the framework is yours. Your admins write the skill catalog, spell out what each mastery level means for a given skill, name every rung of the career ladder, size the mastery scale to between 5 and 10 named levels, and set the expected mastery for every skill at every level, per department. A new workspace arrives seeded with career levels, a five-level mastery scale and a starter skill library, so you begin by editing rather than staring at a blank page.

Yes. An admin assigns as many assessors to one employee as they like — including the employee themselves, which is how self-assessment works — and each rates the required skills independently. The results table then puts the peer average, the self-assessment and the next career level's expectation side by side. A whole team's assessments can be started in one go, sharing the same roster of assessors.

Yes. Written feedback is pooled with no name, no number and no label — not even a stable "Assessor 1" that could be tracked across page loads — and that stripping happens in the database, not just in the interface. Assessors cannot see each other's ratings, or even who else was asked. The person being assessed never sees individual assessor submissions. Your own admins, who set the assessment up, can see who scored what — but the written comments reach them unattributed too, and only once every assessor has submitted.

Any employee with a department, a career level and a rung above theirs gets a radar of the skills that next level requires, plotting their latest assessed mastery against two rings: what their current level expects and what the next one does. Past a dozen skills it becomes a list sorted by shortfall instead. Admins also get the department matrix and a dashboard that rolls everything up — average mastery across the org, career-level distribution per department, and how many people are overdue for a review. Employees see their own radar on their Home page, drawn at the same scale.

Readiness is a plain ratio, not a hunch: of the skills their department requires at the next level, the share where their latest completed assessment already meets that level's expectation. The admin dashboard ranks who is closest to their next rung, and once someone reaches 100% an admin gets a one-click Promote button on their profile, behind a confirmation step. The employee is emailed about it, with no admin name attached.

From the framework you already built. In the hiring toolkit an admin picks a department and a career level and gets vacancy text back: the required skills grouped by your own categories, each written out at the mastery that level expects, plus every certification the level inherits, labeled with the rung it starts at. Copy it, or download it as a .txt, and paste it into your job posting.

By invitation. An admin sends an email invite — each link is valid for 7 days — and can pre-assign the person's department and career level, so they land straight in your workspace already placed on the framework.

Yes. Every organization is isolated in the database itself, so your skills, assessments and people data are only ever visible to your own members. Inside your workspace the management views — dashboard, framework, employee administration, assessment setup — are admin-only; a regular member sees their own Home and profile, their settings, and only the assessments they are personally part of.