“Best investment
I have made this year” 

Helen Marriot

Danone - Talent & Learning Director

Manual spreadsheets are inefficient and inaccurate 

Tracking skills, career paths, and workforce planning in spreadsheets leads to errors, duplication, and outdated data—wasting time and making critical decisions unreliable. 

Other tools don’t cover performance management or succession planning  

Without built-in performance tracking and succession planning, businesses lack visibility into employee growth, making it harder to retain talent and fill key roles. 

Alternative solutions are designed by tech experts without HR expertise 

Most platforms focus on features, not real HR challenges—lacking the strategic insights needed to align talent management with business goals. 

Spreadsheets and other tools won’t centralise your talent management processes… 

TalentMapper brings your skills, data and people into one place. 

Turn reactive hiring into proactive internal mobility and leadership development. 

Go from scattered, outdated information to real-time, AI-driven decision-making 

Disconnected HR processes come together into a unified, strategic approach 

Go from scattered, outdated information to real-time, AI-driven decision-making 

Talent Mapper automates manual tracking of skills and talent data in spreadsheets for HR teams. Allowing them to proactively address skills gaps, succession risks, and DEI challenges.

AI-driven talent matching & intelligence

Employee skills profiling & inventory 

Workforce planning & analytics 

Skill gap analysis 

DEI & bias mitigation 

Turn reactive hiring into proactive internal mobility and leadership development 

Talent Mapper helps organizations unlock internal talent, reduce costly external hiring, and create structured career growth opportunities. 

Internal job marketplace (internal mobility) 

Internal gigs/projects marketplace 

Personalized career pathing 

Succession planning 

Mentoring & networking 

Disconnected
HR processes come together into a unified, strategic approach 

Moves from fragmented tools to a single, connected ecosystem that aligns performance management, learning, and talent development with business objectives—ensuring employees grow in ways that benefit both them and the organization. 

Performance management (feedback & goals) 

Learning & development integration 

Integrations (HRIS, ATS, LMS) 

Policy & compliance tracking 

“TalentMapper has been invaluable for gathering data” 

Fodini Charalambous 

Talent Business Partner - Mountain Warehouse 

Ready to maximize your talent, retain more staff and spend less on recruiters? 

Most HR teams can’t maximise their workforce because of fragmented data and tools. Talent Mapper fixes that by putting your skills, data and people into one place. Request a demo today and see how Talent Mapper can maximize your internal talent. 

Request a demo
Are manual processes really that bad?+
Manual processes may seem fine, but they create inefficiencies that slow down decision-making and prevent internal talent growth. Talent Mapper automates career development and skill tracking, freeing up time for strategic talent management.
Why would I add another piece of tech to my bloated stack?+
Talent Mapper integrates seamlessly with your existing tools to streamline talent management without adding complexity. It complements your HR stack by centralizing career development and skills data in one easy-to-use platform.
I don’t have a HRIS, will TalentMapper still work?+
Yes, TalentMapper can be stand-alone or work with other HR technology platforms. The choice is yours.
What level of integration does TalentMapper provide across the HR tech stack?+
TalentMapper integrates with the vast majority of HR tech. During onboarding, we will discuss which technologies you use and provide assurance of integration.
Does TalentMapper promote diversity and remove biases?+
The platform uses generative AI to remove all bias when suggesting candidates for internal job roles, leaders for projects, or mentors/mentees. The platform has demonstrated that women are twice as likely, and folks of ethnic diversity four times as likely to be selected during the process.
What measures are in place to prevent employees adding skills they don’t have to profiles?+
Skills are verified through endorsement, much like they are on LinkedIn. Line managers are able to approve or question selected skills for each of their direct reports.
Do you provide customisable reporting?+
Yes. During onboarding we will discuss your reporting priorities and provide bespoke mock ups prior to delivering regular reporting.
Can TalentMapper be used for performance management?+
Yes! We have built out bespoke Performance Management Systems for global organisations.
How does TalentMapper automate succession planning and give visibility to hidden talent?+
The system automatically matches individuals to roles based on skills and talent data, removing all bias from the process, and providing instant visibility of gaps within your succession plan (without the need for excel spreadsheets!)
How can I be sure our employees will actually use this tool?+
User adoption sits at an average of 80% per organisation. We also have a dedicated Customer Success team who are tasked with driving this even higher.
Can we turn off different parts of the platform based on usage?+
Yes. The platform is adjustable to focus specifically on areas that are a priority across your organisation. We can also deliver a phasing approach to each segment of the platform during onboarding, dependent on your requirements and timelines.

FAQs

© 2025 Talent Mapper is the trading name of TalentMapper Limited.

Performance management software

Everything you'll need to manage performance, map skills and develop your talent

Don’t use spreadsheets and fragmented tools to manage staff performance.

Pick the tool that helps you track individual KPIs, deliver feedback through reviews and 360-degree assessments, and align personalised development plans with organisational objectives.

You’re in the right place to maximise talent and spend less on recruiter fees 

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