Career pathing software for HR and L&D teams

Career pathing software shows employees the roles they could move into, the steps between their current role and a target role, and the skills and experience each step requires. It also gives HR and managers a view of those paths across the organization, so development conversations and internal moves are planned instead of improvised. JobCannon provides the assessment and skills layer: it shows where an employee's interests and strengths fit and which skills a target role draws on, from a knowledge graph of 2,521 careers and 1,863 skills.

From three inputs. Assessments such as Career Match and RIASEC show which careers fit a person's interests and strengths. The knowledge graph shows which skills those careers draw on, through 57,490 skill-to-career connections that come from JobCannon career profiles and from O*NET importance ratings. A career roadmap then lays out the skills to learn and the career levels for a target career. Each connection records where it came from, so a match can be traced to its source instead of being a black-box score.

Not out of the box, and not as a self-serve setting today. The graph describes public occupations, not your job architecture. In a partnership engagement we scope mapping it to your job families, levels and titles, so a path can read in your own language. Development plans and succession views would build on the same mapping and are scoped in the same engagement. In the meantime, employees can use the assessments and career roadmaps to prepare for a development conversation with their manager.

No. A path is a starting point for a conversation, not a decision. JobCannon does not produce talent-review ratings, succession placements or promotion decisions; those stay with managers and HR. What it adds is shared evidence: the employee and the manager can look at the same assessment results and the same skills for the same target role.

Career pathing looks ahead. It maps the steps from a person's current role toward the roles they might want over time. Internal mobility is the act of moving people into open roles, projects and assignments. A path makes mobility easier, because people know which skills to build before an opening exists, and both rest on the same skills data. JobCannon supports the assessment and skills layer of both.

After completing an assessment, an employee sees their results. Career Match and RIASEC show the careers that fit their interests and strengths. The Skills Audit gives a skills heat map from their own ratings, their strongest skill clusters and prioritized learning recommendations. For a target career, they can open its roadmap page to see the skills that carry the job, drawn from O*NET where the career maps to an O*NET occupation, and a career roadmap with skills to learn and step-by-step career levels; the full multi-level roadmap is part of JobCannon Premium. The graph reflects documented occupations rather than current demand, so treat a path as a well-grounded starting point, not a forecast.