Development shouldn't be a once-a-year event disconnected from real skill gaps. Our platform combines proven science with AI insights to pinpoint growth opportunities, inform career paths, and guide succession plans.
From skills matrix and career pathways to individualised training plans, every development decision is grounded in evidence accumulated across the employee lifecycle. Growth becomes targeted, relevant, and trackable.
You can't close a skill gap you can't see. Skills matrices combine validated psychometric data, performance outcomes, and peer feedback into one accurate view of capability, with dashboards that surface gaps by domain and AI that builds new matrices in one click.
When employees can't see a path forward, they may leave to find one somewhere else. Career explorer gives both employees and employers visibility into progression and future opportunities. Presenting skills-based career paths helps keep high-potential people engaged and growing internally.
Committing to an employee development plan without knowing its full cost is a gamble. With Assessio, training is personalised, budgeted, and measurable. AI cross-references each employee's skills matrix with your training catalogue to recommend a development path, so you always know the budget impact before you commit.
Turn engagement into growth
Drive up to 23% higher profitability through engagement
Development and other engagement activities drive greater productivity, loyalty, well-being, and revenue.
Turn retention into savings
Avoid replacement costs of up to 213% of annual salary
Replacing a trained employee can cost more than twice their salary. Assessio helps you run effective development programs to keep the good people you have.
Services to support you
Assessio's tools are even more valuable with the right expertise behind them. Our Services team can help you get the most from every assessment and talent decision.
Keep your best people
Turn development into retention
94% of employees would stay at a company longer if it invested in their career. Assessio makes this easy to implement and maintain.
Turn growth into results
Increase productivity by up to 25%
Employees with the skills and support to grow perform better and contribute more effectively at work.
Customer stories
JCDecaux transformed its annual performance review from a low-completion process into a structured, embedded cycle, then connected it to engagement measurement, talent reviews, succession planning, and compensation reviews.
92%
performance review completion, latest cycle
3,300
employees covered in France
Structured talent management
across the organisation since 2019
"Today, these reviews spark reflection and meaningful dialogue that go far beyond operational performance and help guide employees in their growth and development journey."
Labeyrie Fine Foods brought its talent review and managerial 360° feedback into one connected process, turning manager and peer input into concrete individual development plans across the business.
Talent Review
one connected review process across the business
360° feedback
bringing together manager and peer input in one place
Development plans
turning feedback into concrete individual actions
“For our 600 employees and managers, the talent review is now a well-embedded, well-understood process."
Roole, France's leading car club with over a million members, replaced its dense forty-plus competency matrix with a simple, level-based one. Employees now self-assess against six clear competencies, so they can see where they stand and what to build next, taking real ownership of their own growth.
Simpler
reduced from 41 competencies to assess to 6 clear ones
Self-driven
employees self-assess against a matrix tied to their level
Career ownership
people identify the skills they need to progress
"The platform lets each employee self-assess on a competency matrix tied to their level, so they feel more involved in their career and can reflect on the skills they need to develop to progress."
As it faced a major energy transition, Eneco needed managers who could keep adapting as the market shifts. It used the Learning Agility assessment to measure 600 managers and used the results to guide team development separately from individual performance management
Potential over experience
the focus was on capacity to adapt, not just past performance
Team-linked
each manager's result was tied to their team's development challenges
Strategy accelerator
Learning Agility used to speed up transformation
"By measuring learning agility across our managers, we could focus development on the people and teams that accelerate our transformation, shifting from proven to potential performance. It's become a real strategy accelerator."
MK2, the French cinema and entertainment group, used to build its training plan by hand: reading through every paper review form, one by one. By capturing training needs directly in structured professional reviews, its HR team now pulls the whole picture together in one place, turning a full day of work into a 30-minute process and freeing time to shape the plan itself.
From a day’s work to 30 minutes
training needs are automatically consolidated after reviews
Employee-driven process
training requests are captured directly in professional reviews
Fully aligned
employee wishes are checked against manager input before the plan is built
"We use the platform to build our training plan. Now, in 30 minutes, I have a table with all the training requests from head-office employees. Before, I had to take every review form, read them all. It took me a full day."
JCDecaux transformed its annual performance review from a low-completion process into a structured, embedded cycle, then connected it to engagement measurement, talent reviews, succession planning, and compensation reviews.
92%
performance review completion, latest cycle
3,300
employees covered in France
Structured talent management
across the organisation since 2019
"Today, these reviews spark reflection and meaningful dialogue that go far beyond operational performance and help guide employees in their growth and development journey."
Labeyrie Fine Foods brought its talent review and managerial 360° feedback into one connected process, turning manager and peer input into concrete individual development plans across the business.
Talent Review
one connected review process across the business
360° feedback
bringing together manager and peer input in one place
Development plans
turning feedback into concrete individual actions
“For our 600 employees and managers, the talent review is now a well-embedded, well-understood process."
Roole, France's leading car club with over a million members, replaced its dense forty-plus competency matrix with a simple, level-based one. Employees now self-assess against six clear competencies, so they can see where they stand and what to build next, taking real ownership of their own growth.
Simpler
reduced from 41 competencies to assess to 6 clear ones
Self-driven
employees self-assess against a matrix tied to their level
Career ownership
people identify the skills they need to progress
"The platform lets each employee self-assess on a competency matrix tied to their level, so they feel more involved in their career and can reflect on the skills they need to develop to progress."
As it faced a major energy transition, Eneco needed managers who could keep adapting as the market shifts. It used the Learning Agility assessment to measure 600 managers and used the results to guide team development separately from individual performance management
Potential over experience
the focus was on capacity to adapt, not just past performance
Team-linked
each manager's result was tied to their team's development challenges
Strategy accelerator
Learning Agility used to speed up transformation
"By measuring learning agility across our managers, we could focus development on the people and teams that accelerate our transformation, shifting from proven to potential performance. It's become a real strategy accelerator."
MK2, the French cinema and entertainment group, used to build its training plan by hand: reading through every paper review form, one by one. By capturing training needs directly in structured professional reviews, its HR team now pulls the whole picture together in one place, turning a full day of work into a 30-minute process and freeing time to shape the plan itself.
From a day’s work to 30 minutes
training needs are automatically consolidated after reviews
Employee-driven process
training requests are captured directly in professional reviews
Fully aligned
employee wishes are checked against manager input before the plan is built
"We use the platform to build our training plan. Now, in 30 minutes, I have a table with all the training requests from head-office employees. Before, I had to take every review form, read them all. It took me a full day."
Assessio Talent Suite's scientific foundation and AI assistance run through every capability, so you can make confident decisions at every stage of the employee journey.
Assessio’s proven psychometric assessments go beyond CVs and vibes to accurately assess fit, compare candidates, and predict performance, helping you hire the best person for every role.
Learn more
Our performance management software combines reviews, objectives, and 360 feedback in one platform, providing an unbiased read and clear suggestions for improvement.
Learn more
Improve employee retention with surveys and trend analysis that listen for what goes unsaid, detect flight risk early, and inform manager action plans.
Learn more
Make pay decisions anchored in performance, capability, and retention-risk data, while staying compliant with the EU Pay Transparency Directive.
Learn more
Assessio's optional AI features draft, predict, and guide throughout the platform, helping you make faster, more confident decisions without replacing human judgment.
Learn moreSee why leading HR teams love Development with Assessio Talent Suite. We’ll show you, at your own pace, how 70 years of psychometric science pairs with modern tech to strengthen your talent strategy.
See why thousands of organisations around the world use Assessio to unlock their full potential.
From psychometric testing to practitioner experiences, find everything you need to make better talent decisions.
Regular online sessions covering the topics shaping modern HR, with leading industry figures and live Q&As.
Sign upSee how HR teams across Europe use Assessio to hire, develop, and retain the right people.
Read moreRegular online sessions covering the topics shaping modern HR, with leading industry figures and live Q&As.
Sign upSee how HR teams across Europe use Assessio to hire, develop, and retain the right people.
Read moreBrowse our FAQs to find out more.
A skills matrix maps which capabilities your team already has and where the gaps are, usually against a level-based framework. Assessio's Skill Matrices module generates role-specific matrices in one click and refreshes them automatically after every review cycle, so capability data stays current instead of going stale.
Career pathing software gives employees visibility into what progression looks like and what's required to get there, which keeps high-potential employees engaged rather than looking elsewhere. Assessio's Career Explorer makes career paths employee-visible and grounds them in real skills evidence, not tenure or manager instinct.
Career pathing shows an individual employee their own route forward, while internal mobility and succession planning surface which employees across the organisation are ready to move into open or upcoming roles. Assessio's Talent Mobility module handles the latter, surfacing succession and mobility opportunities based on real skills evidence rather than tenure or manager instinct.
Effective training software should be personalised to each employee's actual skill gaps and budgeted before it's committed to. Assessio's Training module cross-references each employee's skills matrix with the training catalogue to recommend a personalised path, simulates budget impact before locking a plan, and tracks attendance and post-training feedback.
Assessio's Development module anchors every skills framework and recommendation in validated performance outcomes and peer feedback rather than manager impression, so the resulting picture of capability is accurate, not aspirational.
An employee development plan is broader — it covers skills growth, career progression, and capability building over time, not just scheduled courses. Assessio's Development module builds each employee's plan from their skills matrix and career goals, then generates a personalised training path underneath it, so the training is always in service of the wider development plan rather than standing alone.
Yes — "career pathing software" and "career management software" describe the same category. Assessio's Career Explorer gives employees visibility into their own progression and grounds every suggested path in real skills evidence, rather than tenure or manager instinct.
