When a role ends, affected employees get a SkillsID profile and enter the Ture workspace. Internal postings appear in their job discovery feed, ranked by skills fit. Talent teams can also search the transition cohort name-blind by skills — so you find qualified internal candidates before they leave.
For Talent Acquisition Teams
Turn transition talent into a skills-first pipeline.
Ture helps recruiting teams translate jobs into skills, review candidates before identity noise takes over, and surface qualified internal talent that would otherwise leave during change.
Platform overview
What this unlocks
The connected workflows Talent Acquisition Teams brings into the transition experience.
Translation
Translate roles into skills
Convert vague job requirements into structured capabilities recruiters and hiring managers can share.
Fairness
Review capability first
Reduce identity noise in the first pass so skills, evidence, and fit lead the conversation.
Pipeline
Keep strong matches moving
Carry skills context through stages, feedback, and handoffs so matched talent does not disappear.
Platform
Connect transition and hiring
Use the same skills foundation for redeployment, external hiring, and workforce planning.
Workflow design
How it works
See how Talent Acquisition Teams moves from signal to action across participants, teams, and providers.
The Problem
The talent you need may already be inside the transition program.
Recruiting teams are asked to move quickly while affected employees are leaving with skills the organization still needs. Vague requirements, noisy resumes, and disconnected workflows make those matches easy to miss.
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The Solution
Ture gives talent teams a skills-first operating model.
Roles become skills maps. Candidates surface through capability, name-blind in early review. And because these candidates have actively re-skilled — taking real courses through Flex Credits and running their search with Ture AI — you hire people prepared for a job market being reshaped by AI. The pipeline stays connected to transition, redeployment, and hiring execution.
Explore the Platform
32k
Skills mapped for role translation
58k
Occupations matched to real pathways
1
Connected pipeline for end-to-end hiring
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Solution
Read storyHR & Corporate Leaders
Launch cohorts, monitor program health, protect employee privacy, and report ROI from one command center.
Solution
Workforce Transition
Coordinate notice-day support, provider coverage, Flex Credits, and privacy-safe outcomes with less manual work.
Read storyPlatform
Explore the Ture Platform
Three connected experiences for employer oversight, employee support, and skills-first talent workflows.
Read storyResources
Guides and product updates
Learn how modern employers are rethinking workforce transition and talent evaluation.
Read story
“Ture's Talent Exchange surfaces candidates by SkillsID match, not by proximity to a city, which solved our biggest sourcing problem. Our time-to-shortlist dropped from about three weeks to five business days.”
Elena Petrova, Talent Acquisition Lead, Canadian Shield Energy
FAQ
Talent acquisition, answered.
Answers to common questions about Talent Acquisition Teams and how it fits into the Ture platform.
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Bring Talent Acquisition Teams into your transition program.
See how Talent Acquisition Teams can help your team move people forward while keeping the program measurable, private, and connected.
