Find capability before you hire for it.
Employees discover internal roles, projects and development paths. The organisation sees transferable capability they have chosen to show.
The problem
Open roles go outside while people inside already hold adjacent evidence. Employees cannot see a path, so they leave to find one.
The decision
Who could move, who could grow into the role, and what evidence is still missing?
How it works
- Current role and confirmed skills.
- Adjacent roles and the evidence those roles expect.
- One project, one learning path, one conversation — not a match percentage.
- The employee chooses whether a manager or talent team can see that exploration.
Example
An Operations Analyst with Excel, process analysis and reporting can see Business Analyst, Data Analyst and Operations Strategy. SQL and a dashboard project are the missing evidence. A junior data opening can be the internal opportunity.
Inputs
- Current role
- Evidence already on record
- Open internal opportunities
- The target role’s evidence list
Outputs
- Possible next roles
- Evidence that already fits
- Evidence still missing
- A bridge: learning, project, or assessment
Pilot scope
Publish one internal opportunity against a confirmed role, and show the bridge to people already in adjacent roles.
What the organisation sees
Roles, projects and learning the organisation runs, plus profile fields the employee marked visible at work.
What the individual controls
Career questions in My ESI and ESI Next stay private. Sharing an interest in a role is a separate action.
Explore. Select. Innovate.