CAREER MOBILITY
Help your people see where they can grow. Then fill roles within.
Career Mobility connects people to jobs and skills through clear job frameworks. Employees see the paths open to them, and you see who is ready, who is close, and what it will take to get them there.
THE CHALLENGE
Internal moves too often run on guesswork.
Most organizations want to promote and move people from within. But when roles are loosely defined and people are judged on a résumé, a title, or who knows them, it is hard to tell who could thrive in a new role. Good people leave to find growth elsewhere, and open roles get filled from outside by default.
Employees cannot see the path
Without clear job frameworks, people do not know which roles fit them or what to build next.
Managers judge readiness on instinct
Promotion and transfer decisions rest on visibility and opinion instead of a shared picture of the role and the person.
HR lacks a common language
Jobs, skills, and people are described in different terms, so matching them takes manual effort and rarely scales.
What we solve for
A clear picture of the role. A complete picture of the person.
We match individuals to a comprehensive STYR job profile using three independent views of the person: their natural talents, their cognitive capabilities, and the skills others see them display. Each view answers a different question, and together they show real fit.
The person
Talents
What they are naturally drawn to
The TMA Talent Assessment measures 22 drives and 44 talents in about 30 minutes, showing the work that energizes someone and where they will put in effort without being pushed.
Cognitive capability
How they learn and solve problems
BrainsFirst measures cognitive capabilities, giving you a view of how someone takes in information and handles complexity, independent of their résumé or past titles.
Displayed skills
How others see them work
360 feedback draws on a library of 80 competencies and 320 behaviors. Colleagues are invited to participate, and confidentiality keeps the input candid.
The role
STYR job profile
A comprehensive definition of what the role requires
Built on a structured job architecture, each profile spells out the role in the same terms we use to describe people, so the comparison is direct.
Talents the role draws on
Strong fit
Cognitive demands
Strong fit
Skills required
Develop
Illustrative example of a person-to-role comparison.
How it works
From job framework to next move
01
Define the roles
Map your jobs to clear STYR profiles so every role has a consistent description of what it takes to succeed.
02
Understand the person
Combine talents, cognitive capability, and 360 feedback into one view of each individual.
03
Match and compare
See where people fit current and future roles, where they are close, and which gaps matter most.
04
Act on it
Turn the match into development plans, internal moves, and succession decisions that people understand.
The problem
Most organizations manage talent in pieces.
Hiring, onboarding, careers, structure, and performance each run on their own tools and assumptions. Engagement efforts plateau because the other half of the equation, individual fit, never gets measured.
1
Talent management is fragmented across systems and teams
2
Hiring decisions are made without pre-hire assessment
3
Workforce planning stops at staffing needs, filling seats rather than roles
4
Leaders lack a clear view of the talents and capabilities of their people
5
Job descriptions and career pathways are unclear or missing
Know where to invest
Skills tell you where someone is today. Aptitude tells you where they can go.
By setting displayed skills alongside natural talents and cognitive capability, you can tell the difference between someone who is ready now, someone worth developing, and someone who may be performing at a cost to themselves.
Lower skill, higher aptitude
Invest and Develop
Your best return on development. Build the skills and open the path.
Higher skill, higher aptitude
Use and Enhance
Ready for the role. Put their strengths to work and stretch them further.
Lower skill, lower aptitude
Avoid Pitfalls
Likely a better fit elsewhere. Look for a role that matches who they are.
Higher skill, lower aptitude
Control Risks
Capable, but working against their nature. Watch for burnout.
The Performance Matrix, applied to any role in your job framework.
What changes
Better conversations at every level
For employees
A clear view of the roles that fit who they are, and the specific skills to build to get there. Growth stops being a guessing game.
For managers
Readiness and development conversations grounded in a shared picture of the role and the person, not just instinct.
For HR leaders
A common language for jobs, skills, and people, so you can fill roles from within, plan succession, and direct development where it pays off.
Most tools tell you what your people think. We help you understand who they are.
Career Mobility brings together the role and the individual so every move is a better fit. Start with the pieces you need and add others as your program grows.
See where your people can go next.
Talk with our team about building clear job frameworks and matching your people to them.