What we're building next. Published, like everything else.
Most software companies treat their roadmap as confidential. We'd rather you could see where this is going before you commit to it.
Here's what we've just shipped in our software, what we're building now, what's coming next, and what we're deliberately not building at all.
Read this bit first.
This is our current intent, not a set of promises.
Priorities move when we learn something — a customer hits a problem we hadn't anticipated, a security requirement turns out to be more common than we thought, or a feature we were excited about turns out to solve a problem nobody actually has.
Don't buy CareerPaths for something on this page. Buy it for what it does today. If something here is critical to your decision, ask us — we'll tell you honestly where it really is.
Nothing here forms part of any contract or commitment.
Built
Complete and in the product. These are what CareerPaths does — everything below is what comes after.
Career Pathways
Role architecture, skills and competencies with defined levels, and explorable pathway maps across the whole organisation.
Starter libraries
Skills, competency and role libraries by sector, so the platform isn't empty on day one.
Cath
AI careers guidance grounded in your own roles, pathways and resources, guardrailed to career topics.
Bring your own AI provider
Run Cath on your own AI provider under your own licence keys, rather than ours.
Field-level encryption
Sensitive fields, uploaded files, generated documents and private resources are individually encrypted, on top of encryption in transit and at rest. Keys are versioned and rotated independently of the data they protect.
Building now
What we're currently working on...
Career Conversations
Employee-prepared 1:1 agendas, proposed skill attainment, agreed actions, history, notifications and individual development plans.
Cath
Run Cath on your own AI provider under your own licence keys, rather than ours.
Full audit-log coverage
Audit logging extended across every workflow rather than only security-sensitive events, so any material change can be traced to a person, a time and a reason.
Cyber Essentials
Certification against the UK government-backed baseline controls, starting with Cyber Essentials and following with the independently audited Plus tier. Dates published once each assessment is booked.
Next
Strategic Gap Analysis
Individual gap analysis against future roles, rolling up into organisational capability reporting against your stated goals.
Board level ROI and impact reporting
Connecting career visibility activity to internal mobility, pathway coverage and where development effort is going.
Single sign-on and automatic user provisioning
Enterprise SSO and SCIM provisioning, so people get accounts when they join and lose them when they leave.
Cyber Essentials Plus
The independently audited tier — the same controls, verified by an external assessor rather than self-declared. The version public sector procurement asks for by name.
Native jobs board integration
Bringing the existing jobs-board experience into the platform so live vacancies sit directly against the pathways that lead to them.
Live sync careers website and tools
Changes to roles and pathways flowing automatically to your careers website and interactive tools, rather than being rebuilt.
Scheduled HRIS synchronisation
Automatic ongoing sync of organisational structure from your HR system. We'll build connectors in the order customers need them; Workday, SuccessFactors, BambooHR and iTrent are the ones asked for most.
Vacancies in Career Visibility Software
Job vacancies held in the platform alongside roles and pathways, so your careers site and job board are powered from the same source as everything else. Multi-employer job boards and ATS integrations are available today on careers websites; this brings them into the software.
LMS completion signals
So development recommendations reflect what people have actually completed, not just what was suggested.
Why this matters here
A strategic note attached to each competency, explaining what it means in your organisation rather than in the abstract.
Exploring
Genuinely undecided — listed because you may have an opinion.
Framework publishing for sector bodies
Publish a career framework once and let member organisations adopt it as a starting point.
ISO 27001
A full information security management system, independently certified. It's a significant undertaking — months of preparation and ongoing audit — so we'll commit to it when customer demand justifies it rather than as a badge. If your procurement process requires ISO 27001, tell us: that's what will move it up the list.
Beyond the UK
Ireland, Australia and New Zealand — once currencies, qualification frameworks and data residency can be handled properly.
Deliberately not building
It saves everyone a discovery call, and helps us stay very good at the thing we're here to do.
Core HR administration
Payroll, compensation, absence and core HR records already belong in your HRIS. We stay in our lane.
Applicant tracking
We'll connect to yours. We won't try to replace it.
Performance management
Career curiosity needs a room of its own, separate from the system that rates you.
Reading private conversations back to management
Administrators can see whether career conversations happen. They cannot see what was said. That's not a permission we could grant on request — it's how the system is designed
What are we missing?
The pattern of what people ask for is the most reliable signal we get about what to build next.
