The people & talent OS · for HR Leaders, Managers & their teams
The People & Talent OS
For HR Leaders, Managers & Teams
Career graph, expected behaviors, and a live skill-demand map — plus compensation, org planning, and the evidence loop that ties every dollar of development to results.
The operating model
How growth actually compounds at LadderHub
Every step is connected. Every step leaves evidence.
A node on the graph
Every role is a node, not a rung.
HR defines
What "good" looks like
Expected behaviors per position, AI-assisted.
HR defines
Live, company-wide
Skills behind every behavior, rolled up live.
System computes
Match gap to partner
Spend the upskilling budget where it lands.
HR + Manager pick
Evidence comes back
Real wins prove skill, behavior, and spend.
Report & manager
That's the loop. Define what good is, see the demand, fund the learning, watch the evidence come back.
Built for every seat
One platform, three points of view
The same evidence loop, framed for the person using it.
For HR & People Ops
Define positions and behaviors once, see live skill demand, and tie upskilling spend to results.
ExploreFor Managers
Set targets, generate growth plans, run 10-minute check-ins, and approve evidence as it lands.
ExploreFor Employees
A career graph you can navigate, a portable skill wallet, and your wins captured as proof.
ExploreOne platform, not five tools
Explore the platform
The growth loop is the engine. Around it, LadderHub covers compensation, planning, and the operational work you'd otherwise stitch together.
Career growth
Career graph, AI-assisted behaviors, portable skill wallet, and readiness against any target.
Achievements & evidence
IMPACT + HOW achievements, one-click approval, live skill demand, learning partners, and a story timeline.
Compensation
Salary history, bands with compa-ratio, benchmarking markets, multi-currency, and cost-to-company.
Org & workforce
Reporting tree from real manager links, plus what-if headcount scenarios with live cost deltas.
People records
Per-person documents with confidentiality tiers and versioning, plus dual-style DISC assessments.
Recognition & upskilling
A peer-praise wall with visibility controls, and cohort-based upskilling measured for behavior change.
For CEOs & founders
When the strategy shifts, the behaviors shift with it.
Define expected behaviors that apply to everyone — not just one role. They show up in every position's gap analysis, every check-in, every plan.
"Find one task in your week to automate with AI. Ship it. Document it."
A company-wide behavior set by the CEO. Every position, every department, every level.
Top-down clarity
Every employee sees the same expectation, regardless of role.
Bottom-up evidence
Achievements linked to it surface across the whole company.
Skill-demand signal
The skills that enable it auto-roll into the company's skill demand.
How it works
Four steps from job titles to a working evidence loop.
Map your career graph
Define positions, departments, and the next-step edges between them. Templates available.
Define expected behaviors
Per position and company-wide. AI generates a starting set; HR refines. Behaviors declare their enabling skills.
Plug in evidence
Reports record achievements; managers approve. Skill wallets, behavior assessments, and XP update automatically.
Spend on what matters
Skill demand surfaces in real time. Match gaps to learning partners — and prove the spend with the same evidence loop.
Frequently asked questions
Everything you need to know about LadderHub.
It's a full people & talent OS. The career graph, behaviors, skill wallet, and evidence loop are the growth core — and around them LadderHub also runs compensation and salary bands, the org chart, workforce planning, DISC assessments, recognition, documents, and upskilling programs. One platform instead of five disconnected tools.
Compensation is a mature part of the platform. You get effective-dated salary history per person, salary bands with compa-ratio and band placement, benchmarking markets by geography, multi-currency reporting with a daily FX snapshot, and per-country employer on-costs — rolled up into a live cost-to-company view by department, team, or individual.
LadderHub combines the career graph, expected behaviors, achievement tracking, gap analysis, monthly check-ins, and learning-partner matching into one platform. Your team gets clear expectations, managers get visibility, and L&D spend becomes traceable.
Every position carries expected behaviors. Each behavior declares the skills that enable it. Achievements link to skills and behaviors. Manager-approved achievements turn self-declared skills into verified ones — and surface the company's true skill demand in the process.
Skill demand is computed from the behaviors attached to every position in your company, weighted by how many people hold (or target) those positions. The result is a live map of which skills your company needs more of, broken down by department and category.
Learning partners are vetted training providers (courses, bootcamps, coaching) with skills mapped to their offerings. LadderHub surfaces partners ranked by your highest-demand skill gaps, so HR and Managers can spend the upskilling budget where it lands.
Yes. Company-wide behaviors apply to every employee regardless of role. A CEO can declare a behavior like "find one task per week to automate with AI" and it shows up in every position's gap analysis and every check-in.
Each month, employees self-grade and summarize focus areas. Managers review, add their own assessment, and set expectations for the next period. Forward-looking and developmental — not a backwards-looking performance review.
LadderHub provides API tokens for programmatic access and supports MCP (Model Context Protocol) for AI-powered integrations. Create achievements from Slack, pull data into dashboards, or build custom workflows.
LadderHub uses encrypted connections, JWT authentication, and strict multi-tenant data isolation. Your company's data is never visible to other tenants. Your data is stored in EU (Germany).
Built for modern teams
Career conversations shouldn't happen in a panic the week before performance reviews. Yet in most companies, that's exactly what happens. Managers scramble to recall six months of work. Employees feel unseen. Promotions hinge on recency bias instead of sustained growth. And L&D budgets get spent on the same generic catalog year after year, with no way to tell what actually moved the needle.
We built LadderHub because we've lived this problem. As engineering managers and team leads, we watched talented people struggle to articulate their impact, saw great work get lost in the noise, and felt the frustration of promotion conversations that relied on gut feeling over evidence.
LadderHub replaces that chaos with clarity. Define what good looks like — once. See the skills your company actually needs. Match every gap to a learning partner, and let the achievements come back as proof. Career growth becomes visible, fair, and traceable — not something that only gets attention twice a year.
100%
Evidence-based decisions
Zero
Spreadsheets needed
Every
Gap, mapped to a learning partner
Ready to make growth visible?
Start with the career graph. The evidence will follow.