Four unique benefits.
Use what you
already have.
We turn your job profiles, role descriptions, and existing documents into a Job and Skill Architecture.
Build on a patented skills graph.
A deep skills graph with 170,000 skills and millions of real-world relationships gives you accuracy from day one.
Tailored to your organization.
Your skill graph is adapted to your roles, language and industry so the results feel natural and relevant.
Deterministic and reliable.
Our AI delivers consistent, explainable outputs — keeping your job and skill data aligned across teams and systems.
The data your talent process has been missing.
Cobrainer takes the job and skills chaos you live with today and turns it into something simple, clear and usable. At the heart of it is your Job and Skill Architecture – everything else builds on top of that.
Build. Create a clear Job & Skill Architecture from your existing job profiles, role descriptions and documents — finally all in one place.
Align. Review, comment and agree on role expectations with managers, with full version history and transparent updates.
Connect. Push your job and skill data directly to SAP SuccessFactors, Workday or your HCM system, so every process uses the same structure.
Activate. Use your Job & Skill Architecture across the entire talent lifecycle — from hiring and onboarding to development, mobility and compensation.
Enable every part of the talent lifecycle with skills.
- 1
Org planning & design
When you know what every job really is and what skills it needs, planning becomes simpler. Cobrainer gives you a clean, up-to-date map of all your jobs, tasks, and which skills are needed to reach your goals, so you can design teams with confidence.
- 2
Skill profiling
People want to know what’s expected of them. Managers want to know what their teams can actually do. We help both by creating accurate skill profiles based on real job requirements, not vague self-assessments.
- 3
Talent aquisition
Recruiting gets a whole lot smoother when job descriptions aren’t made up from scratch every time. We help you create clear, consistent, skill-based job profiles so recruiters and candidates are on the same page from day one.
- 4
Onboard
New hires shouldn’t spend their first weeks figuring out what their job even is. We show them the skills, responsibilities, and expectations for their role right away — and help managers set people up with the right learning from the start.
- 5
Learning & development
Training only works when it’s tied to real job needs. We connect each role to the skills it requires and match those skills to relevant learning content — so development plans actually make sense.
- 6
Career pathing & successsion
People stay when they see a future. We make career paths clear by showing which skills lead to which roles, and who’s ready (or almost ready) for the next step.
- 7
Internal Mobility
Most companies have great talent they simply overlook. We help you spot internal candidates based on their skills and give employees visibility into roles they could move into.
- 8
Performance Management
No more “what do we even evaluate?” conversations. We help you base performance discussions on the skills and responsibilities of the role — not gut feeling or generic forms.
- 9
Skill-based Compensation
If levels and expectations are clear, pay can be clear too. We help you connect roles, skills, and levels to salary bands so compensation is fair, consistent, and easier to explain.
When your organization runs on a clear Job and Skill Architecture, every process becomes easier and more consistent. Hiring is more precise, onboarding is clearer, development is targeted, internal mobility opens up, and performance and pay are tied to real skills.
Cobrainer gives you one trusted skills data foundation that supports your entire talent lifecycle — from workforce planning to succession.
Start Transformation
Job & Skill Architecture generation
Automatic skills profiling, harmonizing and governane
Intelligent skills-driven, performance, development, goals, learning, recruiting and succession
Skills-driven planning, workforce transformation, human-agent-pairing
Continuous Transformation
Every move toward skills creates new opportunities for people and measurable results for the business.
With clear jobs and skills in place, performance, development, goals, learning, recruiting, and succession planning all run on a shared foundation instead of separate, inconsistent data.
We build a clear Job and Skill Architecture: job families, roles, tasks, responsibilities, skills, and levels — all in one place and aligned to how your company works.
People get accurate skill profiles based on real job expectations. Duplicate or unclear skills are cleaned up, and the entire structure stays consistent with built-in governance.
With clear jobs and skills in place, performance, development, goals, learning, recruiting, and succession planning all run on a shared foundation instead of separate, inconsistent data.
You can plan ahead with confidence: identify skill gaps, redesign roles, support mobility, understand automation impact, and get a clear picture of what skills you’ll need next.
Your job and skill data stays alive and up to date. As roles change or strategy shifts, the architecture updates — keeping your HR systems accurate and your organization ready for what’s next.
With clear jobs and skills in place, performance, development, goals, learning, recruiting, and succession planning all run on a shared foundation instead of separate, inconsistent data.
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We build a clear Job and Skill Architecture: job families, roles, tasks, responsibilities, skills, and levels — all in one place and aligned to how your company works.
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People get accurate skill profiles based on real job expectations. Duplicate or unclear skills are cleaned up, and the entire structure stays consistent with built-in governance.
With clear jobs and skills in place, performance, development, goals, learning, recruiting, and succession planning all run on a shared foundation instead of separate, inconsistent data.
You can plan ahead with confidence: identify skill gaps, redesign roles, support mobility, understand automation impact, and get a clear picture of what skills you’ll need next.
Your job and skill data stays alive and up to date. As roles change or strategy shifts, the architecture updates — keeping your HR systems accurate and your organization ready for what’s next.
