No. Exploration is private by design. Managers and HR see aggregate skills growth and readiness by cohort, and an individual's plans are shared only when that person chooses.
Program · Workforce Transformation
The work is changing. Help your people change with it.
Automation and AI are redrawing roles faster than annual reviews can keep up. Ture gives every employee a living skills profile, realistic paths forward, and the learning to close the gaps, while you watch readiness build at the program level.
Trusted where the work is changing.
The moment
Transformation plans account for the technology. People are the harder part.
Most transformation programs know which roles will change but not which people can grow into what comes next. Skills audits go stale in a quarter, training gets assigned instead of chosen, and the people most affected hear about it last.
- Skills inventories live in spreadsheets that age out in months.
- Training is assigned by role, not chosen by the person.
- Employees hear 'transformation' and quietly update their resumes.
- Leaders cannot see readiness until the gap becomes attrition.
What the program includes
A growth loop that runs all year, not once a year.
Every piece connects: what someone can do, where they could go, what is in the way, and how to close it.
A living SkillsID baseline
Every employee starts from a structured profile of what they can already do, drawn from real experience and kept current as they grow.
Paths people can believe
Ture AI maps each profile against 58,000+ occupations and shows realistic next roles, with the gaps named honestly.
Gap-to-learning routing
Every named gap connects to approved learning, coaching, or Marketplace services that close it. No orphaned recommendations.
Choice through Flex Credits
People pick the courses, coaching, and support that fit how they learn. Chosen development gets finished; assigned development gets skipped.
Mobility built in
As people grow, internal roles that match their new skills surface automatically, so growth turns into movement instead of a certificate.
Readiness you can see
Aggregate skills growth, learning activity, and path progression by cohort, without reading anyone's private plan.
How it unfolds
From 'what do we have' to 'we are ready.'
Transformation is a loop, not a launch. Here is how each turn of it works on Ture.
See clearly
Start with what people can already do.
Before you plan a single training budget, SkillsID builds a live picture of the skills across your workforce. Most organizations find far more transferable capability than their org chart suggests.
- Profiles built from resumes and real experience.
- Mapped against a taxonomy of 32,000+ skills.
- A workforce-level view for program planners.
Choose a path
Give every person a direction that makes sense to them.
Ture AI shows each employee where their skills could take them, inside the company and in the market. When people choose their own direction, they carry the change instead of resisting it.
- Realistic paths with honest gap analysis.
- Private exploration, with no manager over the shoulder.
- Guidance available 24/7, not just at review time.
Close the gap
Turn named gaps into finished courses.
Each gap routes to learning people actually choose, funded through Flex Credits, from Coursera to one-on-one coaching. Progress feeds back into the profile, so the picture stays current.
- 130+ services and major learning platforms.
- Flex Credits that people control.
- Completed learning reflected in SkillsID.
Move
Watch readiness turn into mobility.
As profiles grow, internal matches surface and program dashboards show readiness building by cohort. You see the transformation happening while there is still time to steer it.
- Internal role matching as skills grow.
- Aggregate readiness dashboards by cohort.
- Privacy-safe by architecture, not policy.
The foundation
Built on the largest usable picture of skills.
32,000+
Skills in the taxonomy
kept current as people grow
58,000+
Occupation and job profiles
for realistic path mapping
130+
Learning and coaching services
funded through Flex Credits
88%
First-week activation
when people are given real choice
Keep exploring
You’re looking at Workforce Transformation. Here’s what it connects to.
Each program is powered by the same skills data, participant experience, and privacy boundary — so people can move to the right next step without starting over.
You are here
Program 03
Workforce Transformation
Skills, mobility, and career support
01
Outplacement
Exit-to-next-role support
02
Internal Redeployment
Retain talent in open roles
04
Government Programs
Public workforce program delivery
“I used my Flex Credits on a Codecademy Pro bootcamp and a professional headshot. Eight weeks later I had a junior developer role. I didn't expect a layoff to be the thing that let me change careers.”
Wei Chen
Transitioning Employee, Previously at Northstar Telecom
Transformation FAQ
What transformation leaders usually ask.
Straight answers about privacy, learning platforms, and how this differs from the tools you already have.
Take the next step
Change the work without losing the people.
Talk to our team about the roles that are changing and the skills you will need. We will show you what readiness looks like on Ture.
