Titles don't matter to SkillsID, skills do. Any role gets broken down into the skills underneath it, so someone with a one-of-a-kind title still matches to work they can actually do.
Skills first, titles second
A title says where someone sat. Skills say what they can do.
Most systems read a resume and see titles and dates. Ture reads the same resume and sees skills, matched against 58,000 occupations, so every person, every job, and every career path speaks the same language: what someone can actually do.
From lockout-tagout compliance to stakeholder management. If someone can do it, SkillsID has a name for it.
Careers people would never think to type into a search bar, surfaced because the skills already line up.
Hiring teams can read skills before names, so a strong profile doesn't get skipped for the wrong reasons.
Results vary by program design and cohort. We'll show you what to expect for yours.
What it does
The work it takes off people's plates.
Every feature here replaces something a participant, coach, or program manager used to do by hand — or didn't have time to do at all.
The profile
A resume in. A skills profile out.
SkillsID reads any resume and names the skills inside it, even the ones people never thought to write down. No manual tagging, no blank skills fields.
The map
Career paths they hadn't considered
The Career Path Explorer compares a profile against 58,000 occupations and shows which paths are within reach, which skills transfer, and what's missing.
The translation
Job posts and people, in the same language
Role requirements get translated into skills too, so hiring teams compare what candidates can do instead of what their last title happened to be.
The bridge
Gaps named. Courses to close them.
When a target role needs skills someone doesn't have yet, Ture names the exact gap and points to the marketplace course or coach that closes it.
“After the layoff I had two weeks of paralysis. Ture's SkillsID gave me a structured picture of what I actually had, and the Career Path Explorer showed me three roles I hadn't considered.”
Tara Krishnan
product manager, formerly Helio Data
Why Ture
What makes Ture different.
Most outplacement is a pamphlet and a phone number. Ture was built around the person going through the transition.
The AI does the work, not just the talking.
Ture AI builds the profile, finds the roles, tailors the applications, and hits submit — with the participant always in control of what gets sent.
24/7
Working even when your team isn't
Private for people. Measurable for programs.
Participants get a space where nobody's watching over their shoulder. Employers get aggregated outcomes and ROI — never an individual's search history.
100%
Of individual activity stays private
One platform, four sides of the transition.
Participants, HR teams, coaches, and hiring employers work from the same skills data — so nothing gets lost in a handoff.
88%
First-week activation, ~3x a legacy provider
See it working. Not on a slide deck.
Walk through how this works for a real person, from the day they're told to the day they land — and what your team sees along the way.
From experience to opportunity
From a hard day to a real plan.
Here's where Skills Intelligence shows up in a transition — and who it helps at each step.
The problem
The resume says coordinator. The person can do far more.
Traditional matching runs on titles and keywords. A marketing coordinator and a growth analyst can share most of their skills, and legacy systems see zero overlap. People get filtered out of work they could start tomorrow.
Explore Talent Matching
The shift
Everyone on the platform speaks skills.
Participants, coaches, program teams, and hiring employers all read from the same skills data. A person's SkillsID, a job's requirements, and a career path are written in one language, so nothing gets lost in translation between portals.
Explore Ture AI
The payoff
Gaps become plans, not dead ends.
When a target role is missing two skills, Ture names them and routes Flex Credits to the course that closes the gap. One participant found a path with 78% overlap, took one certificate, and was interviewing in five weeks.
Browse the marketplace
Integrations
Connect the tools already running the transition.
Ture plugs into the systems HR, providers, and talent teams already trust, so program data moves without another manual spreadsheet loop.
01
HRIS & Payroll
Keep cohorts, eligibility, and employee records in sync.
02
Workspace & Identity
Connect workplace accounts, SSO, and user provisioning.
03
ATS & Talent
Connect job, application, and talent pipeline workflows.
04
Learning & Assessment
Route Flex Credits to approved courses and providers.
05
Wellness & Support
Connect private wellbeing and specialist support services.
06
Career Tools
Add job-search, interview, and entrepreneurship services.
One connected platform
You're looking at Skills Intelligence. Here's what it connects to.
Every capability shares the same skills data and the same privacy boundary — so people never fall through the cracks between tools.
You are here
Capability 02
Skills Intelligence
Skills mapped to 58k occupations
01
AI Career Transition
AI agent that runs the job search
03
Program Management
Run cohorts, budgets, and provisioning
04
Outcomes & Analytics
ROI and activation reporting
05
Career Services Marketplace
130+ services funded by Flex Credits
06
Practitioner Enablement
Caseload tools and AI co-pilots
07
Talent Matching
Name-blind, skills-based hiring
Common questions
Questions people actually ask.
Straight answers about Skills Intelligence — how it works, who sees what, and where it fits.
Take the next step
Give your people more than a goodbye.
Talk to our team about how Skills Intelligence fits your program — we'll walk through it with your real scenarios, not a canned demo.
