Feature Ideas

Expert Skills is used for a Skill with proficiency level of 3 or higher in the Skill profile page. Also, Expert is the proficiency level 5 of any skill. This can be a bit confusing for the end user. It would be great to change the terminology.

When mapping skills to job roles manually rather than using AI, having to search and select the skills for each job level is quite a long process. When you are creating job levels for an entire career path, e.g SDR Level 1, Senior SDR , SDR Manager, etc you have to set each one up from scratch. Once you've chosen your skills, being able to "Duplicate" the skills assigned to a job title, amend the levelling, and change the job title, would be a massive time saver.

When downloading a report with all the skills that are associated to a certain group of job roles we find that some columns would add value For both how the info is displayed on the platform and the exportable excel: Is there a way we can separate/filter/show the skills that we as Admins assign to each job role and the skills that each user has assign to themselves? (Eg. 2 separate columns, 1 with self-assigned skills and 1 with Job role skills) Is there a way to include/exclude the people from different departments that also share those skills? (Eg. 2 separate columns so they are not mixed, 1 with Users - these are the ones you are looking for - and another one with Other Users) Since all the job roles that share 1 skill come under the same cell it's tricky (very manual) to filter by job role. Again can this be separated in a way that I can filter by job role?

Endorser to have the ability to share qualitative feedback around skill. e.g. examples of why you think this person is at a certain level on a certain skill.

It is confusing that the systems shows job roles with no users. The pre-existing job roles from hownow is irrelevant and confusing.

At the moment, we can add an expected proficiency level through AI, but it is not possible to do so on an individual basis. Given the context of our business, we need to be able to have a similar behaviour on Skills for individuals so they know the level at which they should be operating after their 121/ development conversations with their managers.

Be able to filter skills based on skills requirement set by the Job Role - and the skills set on an individual level. In an audit situation we do not need to see all skills - only the required skills - to find skill gaps from a compliance point of view.

The current skills levels & criteria do not align precisely with the qualifiers of our organisational grading. Being able to amend the Skills Levels (including names) and the skill descriptors will allow for an alignment between our Company Levels and the Experience in HowNow.