See every skill in your organization. For the first time.
Your people have skills that live on resumes nobody reads, in roles nobody remembers, from careers nobody tracked. SynapseScope brings them into view.
You Know Your Headcount. Do You Know Your Capability?
You know how many people you have. You know where they sit on the org chart. You know what they were hired to do three years ago.
But you don't know what your people are actually capable of. The skills they brought from previous careers, picked up on side projects, developed through informal learning. None of that lives in any system. When you need a specific capability, you either hire externally or ask around and hope someone knows someone.
Now There Is
SynapseScope builds a complete, searchable capability view of your organization. Every employee creates a structured skill profile in 10 minutes. The platform maps those skills to a governed taxonomy of 59,000+ capabilities and makes them visible across the entire organization. No rip and replace. No new HRIS. It works alongside whatever systems you already run.
Onboarding in 10 Minutes. That's It.
Tag what matters
Review your skills. Mark how developed each one is and how relevant it is to your current role. Under five minutes.
The View You've Never Had
Your workforce at a glance
How many people have skills exist across your organization. How they distribute across departments. What classifications dominate. Where adoption is strong and where gaps are forming. One dashboard, real data, updated as profiles are built and refined.
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Search by skill, find the right people
Type any skill. Filter by department or role. See who has it. When you need SAP S/4HANA experience, or Python, or change management, or Mandarin, the answer comes back in seconds. Not through a six-week discovery project. Not by asking managers who they know. Through a single search across every profile in the organization.
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Built to Stay Accurate
Every insight on the platform is grounded in validated methodology, not assumptions.
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Governed, not self-reported.
Every skill maps to a taxonomy of 59,000+ capabilities with clear definitions and classifications. When the system says someone has a skill, it means something specific.
Validated by managers.
Proficiency is self-assessed but grounded in observed work through manager conversations. Managers can reclassify skills that don't apply to current role. Two layers of governance prevent inflation.
Matching that understands relationships.
The system knows that "project management" and "program management" are 92% similar. A keyword search would miss that. This one doesn't.
What Becomes Possible
Find internal talent before you post a role externally.
Answer the board's workforce capability questions with data.
See where skills concentrate and where gaps are forming by
department.
Direct L&D investment toward skills your organization actually
needs.
Give employees visibility into how their skills connect to
opportunities inside the organization.
