Your best people are planning their next move. Show them it’s with you.
CareerPaths makes career progression visible — every role, every pathway, every skill it takes to get there — so employees explore their future inside your organisation instead of outside it.
What this role requires
Where it leads next
Illustrative example. Levels shown are Emma's against the role's requirements.
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One platform. Three ways in.
CareerPaths is three solutions running on one set of career data. Buy the one you need most, or connect all three — one set of career data, maintained in one place, behind everything your people and candidates see.
Four parts, one system: Career Pathways your people can explore, Career Conversations with structure and follow-through, Cath for the questions people don't ask their manager, and with Strategic Gap Analysis on our roadmap you'll be able to prove capability is moving toward your goals.
Turn your pathways, people and culture into a careers destination — external for attraction, internal for mobility, or both. On your careers website, vacancies can arrive on their own — we take job feeds from Workday, Teamtailor, Firefish and TribePad, plus a Reed Jobs API.
Interactive career maps, role explorers, virtual workplace scenes, self-assessments and AI guidance — built for complex organisations, technical roles and early-careers audiences who won't read a PDF but will click a map.
More than a third of UK employees leave their employer each year — and the ones you lose first are the ones with options.*
People rarely leave only for pay. They leave when the next step is invisible: when progression lives in scattered PDFs, when career conversations depend on which manager you happen to have, and when it's genuinely easier to find your next role on a job board than inside your own organisation.
Replacing them costs far more than keeping them.
Candidates are running the same calculation before they apply: What could I grow into? Is this organisation serious about development — or does the careers page just list vacancies?
CareerPaths turns career progression into something people can see, explore and act on — before your best people conclude they can't.
One source of truth. Keep it true everywhere.
A role gets a new qualification requirement. In most organisations that means updating an intranet page, a careers-site page, a PDF for the careers fair, and hoping nobody finds the version you missed.
In CareerPaths there's nothing to hunt down, because there's only one version to change. Edit the role once and every pathway map in the software updates immediately. Your careers website and interactive tools are built from that same source — one place to maintain, no forgotten copy quietly telling yesterday's story. And native live sync across every surface is on our published roadmap.
Connect people development to business strategy — and prove it.
Most organisations have goals in a board deck and skills in an HR system, with nothing joining them up. CareerPaths closes that gap.
With organisational capability reporting on our roadmap, leadership will get the answer to the question every capability conversation ends with: are we building the skills our strategy depends on? One view will show which strategic goals lack the capabilities to deliver them, which gaps are closing, and where investment is needed most.
The capability will enable you to define your organisational goals and the skills and competencies each one actually requires. Employees will then link their own career goals to them — so everyone can see how their development contributes to where the organisation is going.
For employees, it's line of sight. For leaders, it's evidence.
Launch in days, not months. Start from the job descriptions you already have.
You don't need a finished competency framework to begin — most organisations don't have one. Start from our role templates and skills libraries, and we do the implementation with you during launch: roles, suggested skills and competencies, and the pathway links between them, ready for your team to review, refine and approve.
What used to be a six-month framework project becomes a review exercise. Nothing goes live until you approve it.
Imagine if everyone could see what's next.
Inside your organisation, employees open CareerPaths and explore pathways across every department — not just up their own ladder. They compare their skills against the role they want, see the gap, get learning recommendations that close it, and arrive at their next 1:1 with the agenda already set — so the conversation starts at "how", not "where do you see yourself?" Managers stop improvising career conversations. HR sees which pathways people explore and where the gaps are. And with board-level reporting on our roadmap, leadership will see mobility and capability gaps in one place.
On your careers site, candidates explore where an entry-level role leads, meet the people already walking that path, and ask Cath a question at 11pm — the hour they're actually deciding — then apply already convinced.
And out in the world, the interactive map on your careers-fair stand stops the school leaver who'd have walked past a table of leaflets — and shows a whole sector's routes to people who've never heard of your best roles.
We've been making careers visible since before it had a name.
Scotch Whisky Association
NHS England – South East
The National Skills Academy Food & Drink
Meet Cath. Career answers, in your organisation's own words.
Cath is our purpose-built AI careers assistant that uses your configured organisational knowledge, pathways, resources and tone of voice — so the answers are about careers in your organisation, not generic career advice.
Employees ask things like "What roles could I move into from here?", "What skills do I need for that pathway?" and "How should I prepare for my next career conversation?" Candidates on your careers site ask "Where could this role lead?" and "What's it like to work here?" — and get real answers, instantly, at any hour. Every conversation is private to the employee. Administrators see organisation-wide usage statistics, not what was said — and we're building the enforcement that guarantees it.
Guardrailed to career topics. Never used to train AI models. And entirely optional — you're in control.
Keeps your HR system as the system of record. Adds the layer it's missing.
Your existing HR system stays the master for employee records, payroll and HR workflows. CareerPaths adds what those systems weren't built to do: visible pathways, structured career conversations, and a careers experience employees and candidates actually use.
Getting started doesn't need an integration project. Bring your structure and roles in by bulk import and you're running — no connector to configure, no middleware, no IT queue. Enterprise SSO and SCIM provisioning are included in the price and in active development, available when released. Scheduled sync with your HR system is on our published roadmap.
No rip-and-replace. No six-month integration project. No duplicate admin.
What is invisible progression costing you? Work it out properly.
Every retention pitch you've ever sat through ends with a suspicious-looking saving somebody else calculated. Ours doesn't. The CareerPaths ROI estimator starts from your headcount, your salaries and your turnover — you set every assumption, and the working updates in front of you, line by line. The headline it gives you is deliberately small: how many people you'd need to keep each year for career visibility to pay for itself. Then you can decide whether you believe it — because it was never our number to begin with.
Secures the data you're most careful with.
Every organisation runs in its own isolated tenant; data is encrypted in transit and at rest, with field-level encryption on sensitive content, files and private resources; two-factor authentication can be enforced company-wide; and security-sensitive workflows are audit-logged. Full audit-log coverage across every workflow is on our published roadmap.
UK-hosted. Our full Trust Pack — DPA, sub-processor register, data residency and retention policies — is available before you commit. WCAG 2.2 AA accessibility target. Cyber Essentials Plus on our published certification roadmap.
Built for everyone with a stake in progression.
Employees see where they can go and what it takes to get there. Managers get structure for career conversations instead of a blank page. HR gets one consistent career architecture instead of fifty spreadsheets. L&D connects learning to real progression, not generic catalogues. Talent Acquisition gets a careers story that converts. Leaders get retention, mobility and capability numbers they can take to the board.
Why CareerPaths?
Most HR systems manage people data. Most ATS platforms manage applicants. Most careers websites advertise vacancies. CareerPaths connects the dots — one career architecture powering employee development, manager conversations, workforce insight and candidate attraction.
And unlike most of this market, our pricing is public across everything we sell: Career Visibility Software from £325/month including your first 50 users, careers websites from £750 setup* + £475/month and interactive tools from £750 setup* + £350/month when purchased with a careers website. Bundle all three from £1,500 setup and £899/month and save £251 a month. No "contact us for pricing." No procurement mystery. All prices exclude VAT. *Setup fees are usually £1,500 for a website or interactive tools, and £3,000 for all three — reduced until 31 December 2026.
Make career progression visible
– before someone else does.
Every month progression stays invisible, someone hands in their notice who didn't need to, and a great candidate applies somewhere that showed them a future. Find out how visible careers really are in your organisation — ten questions, three minutes, no email needed.