Career intelligence for your workforce

See capability gaps, role risk and workforce readiness clearly.

Understand which skills to develop, where roles are exposed and how workforce readiness changes — with evidence and provenance behind every finding.

Discuss a programme or pilot Read our trust approach

Pricing is indicative; payment is arranged by invoice.

Programme outcome report

Cohort 04 · sample

Baseline health

Current health

Baseline readiness

28%

Current readiness

61%

Participants with confirmed evidence

72%

Participants at interview stage

44%

Every recorded change carries provenance: what was done, when, and by whom.

Workforce questions

Move from broad workforce concern to named capability action.

The principal view is the requirement and evidence behind it — not an opaque score or a recruitment-only dashboard.

Where are the capability gaps?

See which role requirements are evidenced, partial or genuinely missing across an authorised cohort.

Which roles are at risk?

Understand where critical role requirements depend on thin evidence or limited internal capability.

What skills should we develop?

Connect development priorities to named occupational requirements rather than a generic course catalogue.

How is readiness changing?

Remeasure with the same disclosed method and trace movement back to recorded evidence.

Who we work with

Different funders. One operating model.

Commissioners fund cohorts; education and training partners deliver provision; employers fund their own people. The platform underneath — and the individual's control of their record — is the same in every case.

Intelligence you can explain

Advanced AI inside a controlled, evidence-based and auditable framework.

CareerPathIQ combines structured career evidence, SOC and ESCO occupational intelligence, deterministic rules and advanced reasoning. Material findings can retain their evidence basis for review, while the accountable decision remains human.

Decision-support architecture

01
Candidate evidence
02
SOC / ESCO intelligence
03
Deterministic rules
04
Advanced AI reasoning
05
Explainable findings
06
Human decision

Evidence first

Recorded career evidence and explicit role requirements establish what is known before interpretation.

Explainable by design

Important findings should show their evidence basis, reasoning and uncertainty.

People remain accountable

CareerPathIQ supports review and judgement. It does not make the consequential decision.

Explore Responsible AI Public Sector

Funded cohorts

Baseline, intervention and remeasurement, with provenance behind every number.

Employability funding is judged on outcomes, but most reporting measures attendance. This measures career health, readiness and movement — baselined at the start, remeasured at the end.

Career health

Direction, evidence, market, transferability and readiness — measured deterministically, so the same inputs always give the same result.

Target readiness

Requirement-level fit against real roles, so progress is specific rather than a general feeling of confidence.

Movement

Applications, interviews and outcomes tracked in the participant's own record.

Baseline

Measured before any intervention

Intervention

Digital and human support recorded

Remeasure

Same method, so change is comparable

Cohort distance travelled

Illustrative

Career health (+22 avg.)
Target readiness (+33pp avg.)
Applications submitted
Interviews reached

Illustrative cohort visualisation. Bars represent aggregate movement, not individual measurements or rankings.

Public sector

Explainable to the participant, not just the commissioner.

If a decision about someone's future cannot be explained to them in plain terms, it should not be automated. CareerPathIQ measures and explains — the judgement stays with the adviser.

Meaningful human involvement

The platform produces a measurement and an explanation. It does not decide, rank for exclusion, or replace an adviser's judgement.

Designed to support transparency

The method, occupational sources and governance approach can support customer due diligence and public-sector algorithmic transparency assessments.

Written for the hardest cohorts

Long-term unemployed, prison leavers, returners, career changers and military leavers — people whose evidence rarely fits a keyword filter.

1
Where am I now
The participant's evidence, structured from their own account — including experience conventional CVs miss.
2
Where could I go
Occupational exploration grounded in a published taxonomy, with realistic requirements attached.
3
What is holding me back
Named gaps: evidenced, partial, or genuinely missing. No invented weaknesses.
4
What should I do next
A next action the participant can understand, repeat back, and own.

Deterministic method
Disclosed, fixed weighting — the same inputs always give the same result.
Auditability
Every result can be traced back to the participant's own evidence.
Data ownership
The participant owns their record and can export or delete it.
No model training
No participant data is used to train models.

Programme contexts

Restart and employability programmes
Prison leaver and justice employment services
Military resettlement and veteran support
Local authority adult careers services

What we will not do

Rank or score participants for sanction or exclusion
Automate any decision about a person's future
Lock participant records inside a provider contract

Explore Public Sector

Education & training

Provision mapped to genuinely named gaps.

Every development gap is expressed as a specific occupational requirement from a published taxonomy — a concrete learning need, surfaced while the participant is actively motivated to close it.

Gaps in occupational terms

Each gap is a specific requirement from a published taxonomy — mappable to real provision rather than vague categories, and surfaced at the moment of motivation.

Closed loops

Completed learning becomes recorded evidence, and the readiness measurement re-runs. Finishing a course does not move the measurement by itself — it moves once the requirement is genuinely met and recorded.

Training and outplacement providers deliver this work directly with clients in the Career Professional workspace.

Commercial model

Start with a pilot, then scope the programme together.

Pilot

From £7,500

Up to 50 people, 3–6 months

Baseline and remeasurement
Aggregate outcome reporting
Method walkthrough for your team

After the pilot

Request proposal

Bespoke organisational pricing

Full member platform during the programme
Participant keeps the record afterwards
Human expert sessions added where funded

Framework

Bespoke

Multi-cohort or multi-provider

Consolidated reporting across providers
Consistent measurement method throughout
No payment-by-results scoring of individuals

1
Agree the measures
Which dimensions matter for this cohort and funder.
2
Baseline
Career health and readiness before any intervention.
3
Deliver
Digital support plus funded human expert sessions.
4
Remeasure & report
Identical method, so distance travelled is comparable. Participants keep their own record.

IllustrativeIndicative pricing. Payment is arranged by invoice.

Aggregate insight, private records

Funding changes access. It never changes control.

This is the line that makes organisational career support actually work: people engage honestly only when they know the record is theirs. You get aggregate insight into the programme — never a window into an individual.

What an organisation never sees

Stays private to the individual

Private career exploration or discovery results
Unshared CVs, evidence or coaching notes
Any ranking, scoring or selection output — none is produced

What an organisation can see

Aggregate, and only what is authorised

Aggregate participation and progress reporting
Operational status of a funded programme
Outputs the person has explicitly authorised

Every participant gets Hudson as their guide — plain-language next steps between any human support you fund, drawn from their own evidence, never a script.

How human support works

Tell us what you are trying to achieve.

A funded cohort, a public-sector programme or an education and training partnership — we will map it to the right approach and show you the measurement running on a real role.

Discuss a programme or pilot See how it works