For HR and managers who want to discuss skills on common ground: an expected level per job profile, and two assessments you can compare.
Skills
Illustration: a job profile with three skills, the employee’s and the manager’s views against the expected level, and a justification required when the two views differ.
Explicit skills to prepare the development conversation.
Try it yourself
Set the level as the employee sees it, then as their manager sees it: the gap with the expected level appears, just as in a review.
Skills day to day
Describe skills with your own titles and categories.
Link skills and expected levels to jobs.
Read the skills of the populations you are authorized to see, checking what consolidated data means.
Before you start
Start from a well-known job and a job profile validated by frontline teams.
Describe skills, observations and reference levels.
Compare perspectives, make disagreements explicit, fill in the gaps.
Clarify needs with the employee before the people in charge examine them.
The same skill sometimes goes by a different name from one site to another: harmonize it before consolidating assessments.
A job profile links each skill to an expected level: that benchmark is what gives the gap its meaning.
The Employee View and the Manager View stay separate: in a review, the manager justifies any assessment that differs from the employee’s.
When the AI spots a skill in a review, it is an indication drawn from the available content, to be checked.
Without an expected skill or an active job profile, no expected level is shown: this is not a requirement of zero.
A skill that has not been entered may well be mastered; a skill that is often mentioned is not necessarily mastered. Compare data of the same kind.
The review helps clarify a training or support need, or a career aspiration. You discuss it with the person; next steps go through your HR processes.
In the demo
With a blank or anonymized job profile, we follow a skill through to the manager’s justification, then the case where the expected level is missing.
What we review
Helpful answers
Pointers to assess your project and prepare the right questions.
All questionsNo: start with a pilot job, filling in the expected levels of the skills being assessed.
Your HR team, with business line managers, for each job profile. Without a reference, a level flagged as simulated remains an estimate.
No. AI detection is separate from validation by the company. The authorized person assesses the skill, based on the work and the information available.
Yes, depending on your access, if the sites share the same definitions and you compare assessments, not mentions.
No. This information feeds a conversation about professional development. Possible positions, the person’s wishes and the company’s decision are examined separately.
Your next step
Your sites, your reviews, your priorities. Prepare a demo built around the use cases that matter to your organization.
Any questions? Let me show you around.
Upikajob’s AI
Hello! I’m Upikat.
In the Upikajob app, I help everyone prepare for their review. Here, I’ll show you around.
Where shall we start?
What matters most to you right now?
Three modules for everyday work. Which one interests you?
HR Reviews. Run your HR review campaigns with employee groups, tailored forms and tracking of each preparation and approval step.
The page has an example you can try, with no account or sign-up.
Skills. Structure your skills framework, set expected levels for each job profile and compare the employee’s and the manager’s observations.
The page has an example you can try, with no account or sign-up.
Training. Gather training needs, organize their approval and track sessions and budgets according to your company’s configuration.
The page has an example you can try, with no account or sign-up.
Management Copilot. The Management Copilot helps managers prepare actions and messages from the context of a review, then track the actions they have taken on.
The page has an example you can try, with no account or sign-up.
Early Careers. Organize follow-up for apprentices and learners with programs, reviews and a skills logbook shared according to each person’s role.
The page has an example you can try, with no account or sign-up.
Audit & 360 Reviews. Prepare your skills reviews and 360-degree feedback with questionnaires, rater circles and a debrief to interpret with participants.
The page has an example you can try, with no account or sign-up.
Employee Records. Find employees, their reporting lines and their follow-up information in an employee record whose sections depend on the modules and access rights enabled.
The page has an example you can try, with no account or sign-up.
Leave & Absence. Centralize leave and absence requests, their status and their approval, based on the absence types and rules configured for your company.
The page has an example you can try, with no account or sign-up.
Timesheets. Collect time reported by project and activity, organize its approval and prepare exports from the timesheets in your scope.
The page has an example you can try, with no account or sign-up.
Each page has an example you can try, with no account or sign-up. A few ideas:
That’s me! In the app, I help each person prepare their part of the review form: I ask the template’s questions one at a time, then fill in the answers, for them to review.
The conversation with the manager and the decisions stay with the people involved. And I’m always presented as an AI.
Upikajob pricing is set by quote, based on headcount, modules, and support. Each proposal details units, amounts excluding tax, and billing frequency.
Understand roles, transparency, and high-risk HR uses under the AI Act, with official sources and the limits of this overview.
Questions about data and quotes are also answered in the FAQ.
Prepare an Upikajob demo on your reviews, skills, or training needs: headcount, sites, deadline, and priority to cover.
No commitment. No employee records needed.
