Talent2Role turns official competency frameworks into a working career engine. Swap the framework at the base and the same platform maps résumés to real work roles, scores the gaps and sequences the path — for a SOC analyst, a nurse or an electrician alike.
Each vertical is its own product on its own domain, running the same engine over a different Layer 1 standard.
Verticals marked preview run on a taxonomy drafted in-house and not yet validated by subject-matter experts — the product is real, the scores are indicative.
Any domain with a role taxonomy and atomic competency statements with stable IDs plugs straight in. Layers 2–5 do not change.
The scoring blend, the gap analysis, the learning-path sequencing, the eight platform modules and the account system are written once. A new vertical is a data problem — author or license the ontology, curate its competency areas, validate with experts.
The framework, the learning themes (each vertical uses its own competency areas, not Cyber's), the sample profiles, the go-to-market and the buyer. Nothing else.
The same stack carries every vertical. Consultancy sits on top of the data, not beside it.
Role taxonomy, atomic competency statements with stable IDs, and the relationships between them
Job feeds, certification catalogues, learning resources and salary data — tagged to statement IDs
Parsing, semantic matching, gap analysis, scoring, recommendation and conversational agents
Dashboard, Profile, Process, Gap Analyzer, Role Explorer, Learning Path, Job Match, Settings
Workforce strategy, capability assessment, hiring advisory and implementation services
Every vertical runs the same four-phase playbook — standard creation, development, launch, marketing. Only the framework and the buyer change.
Pick a vertical and get a framework-grounded readiness score in under two minutes.