Trust & methodology
You own the record. Everything else follows from that.
Career exploration only works when people can be honest. So sharing is per purpose and revocable, AI only suggests wording — it is instructed never to add facts, nothing changes your CV without your approval, and no organisation can browse, rank or score members.
Our product commitments, in plain language.
Sharing controls
DemoExpert practitioner (session on 14 May)
Shared · expires after review
Employer programme (Transition)
Aggregate only
Recruiter (Operations Director vacancy)
Vacancy scope only
Everyone else
No access
Every share can be revoked instantly, without losing the underlying record.
Methodology
How measurement works, in outline.
The platform reads a member's confirmed evidence against structured occupational requirements for the target role, together with the specific requirements of a job advert where one has been supplied. The full mechanics sit inside the product; the properties that matter to you are set out below and can be checked against how the platform actually behaves.
01
Evidence first
Measurement runs against evidence you have confirmed, not against a CV file read cold.
02
Structured requirements
Roles are matched to a published set of occupational requirements, so two similarly worded roles are read the same way.
03
Reproducible
The same confirmed evidence, matched against the same requirement, produces the same reading — there is no random variation built in.
04
Explainable
Every element of a result can be broken down and shown to the person it describes. A result we cannot explain to that person is treated as a defect.
Where sources conflict, confirmed evidence you have entered directly takes precedence over anything inferred or imported, and where a job advert has been supplied its stated requirements lead, with occupational requirements filling in what the advert assumes. That order of precedence is a public design principle; the exact internal weighting is not published because it changes as the method is improved and publishing a fixed figure would misstate a method that is still being refined.
Contains public sector information licensed under the Open Government Licence v3.0.
© Skills England 2025. This information is licensed under the Open Government Licence v3.0.
Contains data from Skills England under the Open Government Licence. Skills England does not endorse CareerPathIQ.
Limitations
What evidence measurement cannot see.
A measurement built from evidence and structured requirements reads what is recorded, not the whole of a person. It cannot see conduct, references, interview performance, or the judgement a good practitioner brings to a specific situation. Weighting experience will also tend to favour people who have had the chance to accumulate it, which can structurally disadvantage people returning after a break, leaving custody, out of work for a long time, or changing direction late. We treat that as a limitation of the method to be named and worked against, not a property of the people being measured — which is why self-insight tools sit alongside human coaching rather than replacing it, and why nothing here is used to rank, screen or decide employability.
AI transparency
AI helps you say it better. It never decides your worth.
Language models are used for structure and phrasing, checked back against your confirmed record before anything generated is shown.
AI does
- Turn what you tell it into structured evidence
- Improve clarity, order and phrasing
- Suggest questions that surface missing detail
AI does not
- Invent employers, achievements, dates or numbers
- Produce your career health or readiness scores
- Make hiring, selection or eligibility decisions
AI suggests clearer wording from what you've told us. It is instructed never to add facts, and nothing changes your CV without your approval.
Who can see what
Access is member-controlled, scoped to a purpose, and revocable.
| Party | Can see | Never sees |
|---|---|---|
| You | Everything, always | — |
| Employer funding a programme | Aggregate participation and progress | Your CV, evidence, exploration or session notes |
| Recruiter funding preparation | Only the vacancy-scoped preparation you consent to | Other targets, applications or private exploration |
| Expert practitioner | What you share for the session | Anything you have not shared |
| Commissioner of a funded programme | Aggregate distance travelled | Individual records or identifiable exploration |
- Redundancy selection or ranking input
- Performance, succession or flight-risk scoring
- Employer search across member records
- Automated hiring or eligibility decisions
- Selling or brokering member data
- Hidden scoring with no explanation
- 1
Control
Sharing is granted per purpose, with an expiry where relevant.
- 2
Visibility
You can see who has access and what they can see.
- 3
Revoke
Withdraw access at any time without losing your record.
- 4
Leave
Export a full copy, then delete everything if you choose.
IllustrativeYour record is stored securely in your account and is never shared without your explicit grant. Ask us for a copy of your record, or for it to be removed, and we will action it.
Roadmap
What is available now, and what is still planned.
Stated plainly, so nothing here is implied to exist before it does.
Export and deletion
In developmentAsk us and we will action a copy or removal of your record; self-service controls are still being built.
Per-purpose, revocable sharing
In developmentThe permission model is designed and being built out; availability is confirmed when we discuss your programme.
Aggregate-only reporting for commissioners
In developmentReporting is agreed with each programme; availability is confirmed when we discuss your programme.
Direct system-to-system integrations
In developmentNot yet available; any future integration will follow the same consent model.
Bring the questions you would ask any supplier.
Method, evidence handling, permissions, equality considerations — we would rather answer them early.