Evidence-based career growth · for HR Leaders, Managers & their teams
The AI-Powered
Growth Platform.
LadderHub turns expected behaviors into a live skill-demand map and matches every gap to a learning partner you can trust.
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.
For HR Leaders & People Ops
Define what good looks like — once. Watch it pay off everywhere.
Positions, behaviors, skill demand, and a clean line from upskilling spend to results.
Career graph, not ladder
Build positions as nodes and connect them — up, sideways, anywhere. Reflect the way modern careers actually move.
- Drag-and-drop graph editor with auto-layout
- Departments, ranks, and IC/Manager tracks
- Lateral moves and stretch paths, not just promotions
- Ready-to-use templates for any company size
AI-assisted behaviors
Generate 6–8 expected behaviors per position from your company, department, and role context. Quality climbs as the context fills in.
- One-click behavior generation per position
- Behaviors come with enabling skills and a differentiator
- Behavioral dimensions per department, edited or templated
- Always editable — AI is a starting point, not a contract
Live skill demand across the company
Every behavior declares its enabling skills. Roll them up across positions and you get the company's true skill demand — by category, by department, by gap.
- Demand by skill, category, department, position
- Gap view — what your company needs vs. what it has
- Skill champions surface who's leading in each area
- Optional ESCO mapping for portability and benchmarking
NorthArc Academy — Product Strategy Sprint
Closes gap on Product Strategy · 12 employees ready
Loomwave Labs — Prompt Engineering
Closes gap on LLM Workflows · 38 employees ready
Bramble & Co. — Data Storytelling
Closes gap on Stakeholder Communication · 9 employees ready
Learning partners, matched to gaps
Vetted training providers mapped to skill gaps. Spend the upskilling budget where there's actual demand — and trace every dollar back to the behavior it was meant to develop.
- Partner catalog with skills mapped to offerings
- Ranked by your highest-demand gaps, not generic popularity
- Multiple learning modes — courses, bootcamps, coaching
- Outcomes traced back via achievements — proof, not promises
For Managers
Build a real growth plan. Track it without the spreadsheet.
Set targets, run lightweight check-ins, approve the evidence as it lands.
Set a target position for each report
Pick where each person is heading on the career graph. Lateral, vertical, or stretch — the system shows the gap in behaviors and skills.
- Readiness % per target position, with red/amber/green
- Behavior-by-behavior breakdown of what's missing
- Side-by-side gap analysis for any candidate target
Personalized growth plans, in seconds
Gap analysis turns into a focused list of behaviors to develop and skills to grow.
- Auto-generated from the target position's behaviors
- Suggested learning partners per skill gap
- Customizable check-in cadence per report
Monthly check-ins that take 10 minutes
Self-grade, evidence review, manager comment. Forward-looking and developmental — not a backwards review.
- OPEN → SUBMITTED → REVIEWED workflow
- Surfaces achievements and behavior progress automatically
- Focus areas captured for the next period
- Per-report cadence — monthly, quarterly, your call
Approve evidence in one click
Reports submit achievements; you approve, comment, and the skill, behavior, and XP all update automatically.
- Inbox of pending approvals across all reports
- AI suggests the right skills to link from the description
- Manager comments stay with the achievement forever
- XP, behavior assessments, and the story timeline auto-update
For Employees
See where you're going. Prove how you're getting there.
Your career as a graph, your skills as a wallet you take with you, your wins as evidence.
Your career graph
See every position you can move to from where you are — vertical, lateral, or a stretch. Pick a target and the gap is automatic.
- "You are here" + "Target" highlighting on the graph
- Readiness % for every reachable next step
- Lateral and stretch paths visible alongside vertical
A skill wallet that travels with you
Your skills live on you, not on the company. Three levels: Learning, Proficient, Expert. Earn them by doing the work — manager-verified.
- Portable across companies — your wallet is yours
- Three global proficiency levels — no company-specific tiers
- Optional ESCO mapping for international portability
- Skill champions show who's the go-to in each area
Capture wins as they happen
The Achievement Document turns a sentence into career evidence. AI suggests the right skills to link, your manager approves.
- Impact + How format guides meaningful entries
- AI-suggested skill links from your description
- Image attachments and links for context
- Doubles as evidence for behavior assessments
Your story, on a timeline
Every milestone — a position change, a behavior mastered, a skill leveled to Expert — shows up on your story. The promotion conversation writes itself.
- Auto-events for promotions, behavior milestones, expert skills
- Custom events you can add by hand
- Character-sheet profile with XP per skill category
- Export-ready record of your growth at any moment
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.
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.
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.