Talent intelligence
Most organisations don't know what skills they have. Synethos does.
A skills inventory that stays current. A development compass built on actual gaps — not job title assumptions. And an internal mobility engine that matches real readiness to real opportunity.
How it works
Three steps. Every one a distinct value moment.
Assess
Self-assessment combined with manager input makes every employee's real competency footprint visible, including skills acquired outside their current role.
Develop
Only the gaps that matter get addressed. No generic retraining programmes. A personal development compass built on real gaps and real opportunities.
Mobilise
Fit gauges reveal readiness and mobility opportunities. Employees compare their profile with roles across the company and earn portable competency certificates.
Two perspectives, one platform
What each stakeholder sees and acts on.
Every employee gets a precise, honest picture of their competency footprint, combining profile-based assessment and self-assessment across every skill category. Matched against current and future roles to show exactly where to focus development effort.
Competency inventory
Your full competency picture — profile-based and self-assessed. Updated continuously as assessments are completed.
Growth & mobility readiness
Portable competency certificate
Employees can download a certificate of assessed competencies for internal or external use.
Fit % and readiness bars update as assessments and development activities are completed.
For the Learders, Synethos turns development from a cost centre into a measurable strategic lever, combining a competency heatmap across every unit with a transformation dashboard that shows current state, gap, and trend for each dimension.
Competency heatmap
Average competency scores by organisational unit — updated continuously as assessments are completed.
Transformation dashboard
A shared heatmap and cultural baseline provide a tangible starting point and measurable transformation path.
The conviction behind the platform
Measuring the gap where it exists to fill it.
Most organisations don't know what skills they have, let alone which ones are becoming obsolete. They send people to training programmes they don't need, while the gaps that matter go unfilled.