Upskill your workforce, not your hiring budget

Find the capabilities the business needs, verify the gaps that matter, and personalize development around each employee’s work and goals.

Development that starts with evidence

Use Skills Intelligence to decide what to build, for whom, and why.

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Compare the skills the company needs with the evidence employees already demonstrate.

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Adapt each path to the employee’s verified skills, role context, preferences, and target outcome.

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Recommend courses, projects, feedback, and work experiences that address a verified gap.

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Connect completed work, new evidence, and skill-verification checkpoints to the development plan.

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Direct employees to relevant outside courses while keeping the reason, progress, and evidence in Clous.

Anticipate capability needs
See which capabilities the business will need before the gap becomes urgent.
Development that feels personal
Give each employee a path grounded in their context instead of a generic course catalog.
Make build-versus-buy visible
Compare development, internal mobility, and external hiring against the same skills need.
Evidence beyond completion
Use Proof of Work and ongoing verification instead of treating attendance as capability.
An adaptive skills foundation
Let the company taxonomy evolve as work, roles, and evidence change.
Connected outcomes
Relate development work to performance, mobility, workforce planning, and business priorities.

Connect workforce needs, verified skill evidence, and personalized development in one People workflow.

Learning paths use verified skills, role context, employee preferences, company priorities, and the intended outcome. People teams review the path and keep control over sensitive decisions and assigned development work.
It can surface where development or internal mobility is a credible alternative to external hiring. The People team still decides whether the time, evidence, role need, and employee goals make that path appropriate.
Track new work evidence, verification checkpoints, skill decay, performance context, and the outcome the development path was meant to support. Course completion can be one input, but it is not treated as proof of capability on its own.
Yes. Clous can compare transferable skills and missing capabilities against a target role, then prepare a personalized path for review. The employee and accountable People stakeholders remain part of the decision.