Career intelligence for hiring decisions
Define what good looks like. Review the evidence behind each decision.
Set clear role requirements, review candidate evidence against them and identify gaps before interview. CareerPathIQ supports accountable human judgement.
Indicative pricing. Payment is arranged by invoice.
Candidate evidence review
IllustrativeService Manager — 12 stated requirements
- Strong evidence
Applicant A
Held the exact title elsewhere
- Relevant evidence
Applicant B
Adjacent role — never held the title
- Clarify
Applicant C
Career changer — evidence needs clarification
Findings relate stated requirements to evidence the person confirmed. They support review and are not a ranking or hiring decision.
Role requirements
Three shifts that widen the pool.
Transferable capability
People whose evidence meets the requirement, whatever their last job title happened to be.
One standard, applied evenly
The same stated requirements applied consistently, with the evidence and reasoning available for review.
Mobility and succession
Support internal career conversations by showing relevant evidence, missing evidence and named development needs.
- 1
State the requirements
The role expressed as published occupational requirements, weighted deliberately.
- 2
Candidates build evidence
Each person states and confirms their own record. Nothing is written for them.
- 3
Measure, do not guess
Requirement-by-requirement coverage, with the reasoning shown beside every result.
- 4
You decide
The platform measures and explains. Hiring judgement stays with you — and stays accountable.
Candidate preparation
Send people to interview genuinely ready.
We aim to help strong people perform as well at interview as they look on paper. Recruiter-funded preparation tightens evidence, names gaps honestly and practises answers against one specific vacancy — and the person being prepared pays nothing.
We aim to lose fewer strong people at interview
Preparation focuses on what can be fixed: how evidence is presented against the vacancy.
Evidence tightened before submission
Scale, scope and result stated plainly against the requirements the hiring manager actually wrote.
Gaps named honestly
Where something is genuinely missing, it is named and addressed rather than dressed up.
A better experience for the person
They are prepared properly, at no cost to them, and keep the record afterwards.
Preparation only. Never selection.
- No ranking or scoring of people is produced for the employer
- No access to private exploration, other targets or other applications
- No search of the member base as a sourcing database
- The person consents to the preparation and keeps the record
Development
Close the gaps that are actually holding people back.
Development actions are tied to a named, evidenced gap against a real target — not a generic training catalogue.
Development that closes gaps
Actions are tied to genuine gaps for a specific target, not a generic catalogue of training. Completed learning becomes recorded evidence, and the readiness measurement moves.
Checked by design
Finishing a course does not move a measurement by itself — the gap closes only when the requirement is genuinely met and recorded, which keeps the signal trustworthy.
Mobility
Help your people see a future with you.
Most people leave because they cannot see what is next, not because nothing is. Mobility gives employees private career exploration, real development actions and a route into internal roles — without turning any of it into a scoring exercise.
Private exploration
Employees can look at other directions honestly — including ones you did not expect — without it being visible to their manager.
Internal targets
Real roles in your organisation, with requirement-level readiness rather than a vague development chat.
Development that closes gaps
Actions tied to genuine gaps for a specific target, not a generic catalogue of training.
Redeployment that works
When roles change or close, people already have structured evidence and a reachable internal target.
| Organisation size | Annual licence |
|---|---|
| Up to 100 employees | £4,950 |
| 101 – 250 employees | £9,950 |
| 251 – 500 employees | £17,500 |
| 501 – 1,000 employees | £29,500 |
| More than 1,000 employees | Bespoke |
IllustrativeIndicative pricing. Payment is arranged by invoice.
Transition
When people have to leave, help them move forward properly.
Outplacement usually ends when the workshop does. This gives departing employees a private career record they own and keep — evidence, targets, readiness and applications — with optional expert human support.
A record they own
The career record is theirs permanently. It does not expire with your funding or transfer to a provider.
Structured evidence
What they actually did — scale, scope, result — captured once and reused across every application.
Targets and readiness
Realistic next roles with requirement-level reasoning, not a generic list of job titles.
Application and interview support
A live pipeline, prepared answers linked to real evidence, and practice before it matters.
Human expertise where it counts
Expert reviews and mock interviews delivered by experienced practitioners, attributed by name.
Dignity by default
Private by design. Nothing they explore is reported back to the employer funding the programme.
Digital
£149
per employee · 6 months access
- Full member platform for six months
- Career Health baseline and remeasurement
- Targets, evidence and application tracking
- Interview practice
Supported
Most chosen£249
per employee · 6 months access
- Everything in Digital
- 30-minute Expert Career Review with a practitioner
- Human-reviewed evidence and direction
Plus
£399
per employee · 6 months access
- Everything in Supported
- 60-minute Human Mock Interview and feedback
- Application-ready preparation for live roles
Executive
From £699
per employee · typically
- Senior and executive-level practitioner time
- Strategy session plus interview preparation
- Scoped per cohort
100+ employees
Larger cohorts are scoped bespoke, including mixed tiers, phased entry and consolidated aggregate reporting.
Included in every tier
- Member-owned record that outlives the programme
- Aggregate-only employer reporting
- No employer access to private career exploration
IllustrativeIndicative pricing. Payment is arranged by invoice.
Privacy boundary
What stays private to a candidate or employee — and what you see.
The same measurement runs whether the person is an external applicant, a candidate being prepared, or your own employee exploring mobility or transition. Only aggregate and authorised outputs ever reach you.
Private to the person
Never visible to the employer
- Unshared CVs, evidence or exploration
- Any ranking, scoring or personality profile — none is produced
- Applications the person has not submitted to you
Visible to you
For the vacancy, cohort or role in scope
- Requirement-by-requirement coverage for people who applied to you
- The reasoning behind every result you receive
- Aggregate internal mobility, transition and succession reporting
Fairness, stated
A measurement you can defend to the person it describes.
Every applicant or employee could ask why they were assessed the way they were — and get a plain answer, because the requirements, the weights and the guard are all disclosed.
- No personality profiling of applicants or employees
- No hidden measurement used to rank people
- Requirements and weights disclosed in advance
- Every result ships with its reasoning
Start with a role you cannot fill, or a cohort you need to support.
Bring the vacancy, the transition cohort or the mobility need and we will show you the requirements behind it — and the reasoning available afterwards.