In France, strategic workforce planning (GEPP) is a mandatory negotiation from 300 employees: that is where what AI changes in your roles gets discussed. And the EU AI Act classifies HR AI tools as high-risk from 2 December 2027. Decide at the level of roles, before touching people.
Read the AI Act guide (FR)Three steps to the tool.
Your job descriptions
And your headcount by role. No personal data: we work at the level of the role, never the person.
The Skillberg diagnostic
Each task matched against our graph of 158,000 skills and qualified with double validation, linked to public research.
The tool in your hands
A presentation to the executive committee, then the tool: you decide, you date your decisions, you present them to your governance bodies.
Start with a pilot,
scale up without changing method.
One value chain
A few roles from a real scope, qualified task by task and presented to the executive committee.
- The tool in your hands on these roles
- A first resource plan
- Forms ready for your teams
The whole organization
A change of scale, not of method: same method, same tool, same team.
- The full resource plan
- Internal mobility between roles
- The trajectory for the whole organization
Over time
The tool lives at your company: accounts, access by scope, updates with every piece of data collected.
- Dated, shared decisions
- Your hypotheses tracked over time
- A method check-in with your point of contact
On quote, based on the number of roles covered — a first 30-minute call, no quote before we understand your needs.
Four decisions, one tool.
How far AI goes
A limit for the whole company, refined role by role, with its consequences quantified live.
The skills to develop
The new skills of each role, in order: the basis of your skills development plan.
Budget and priorities
Training, tools, running costs: what each option costs, and which roles to start with, based on your criteria.
The trajectory to 2030
Dated decisions, a trajectory that reads well in committee and can be presented to employee representatives.
Figures that say where they come from.
Jobs, never people
Steering at the level of the role, not an individual rating. A disinterested diagnostic that you arbitrate.
No figure without its source
Every figure states how many tasks it rests on. A task that has not been assessed is never guessed.
Your hypotheses stay yours
What you enter stays in your browser, except what you choose to share.
Questions from CEOs and CHROs.
How do we present this to our works council?
By starting from what the tool is: steering at the level of the role, never the person. In France, introducing AI into roles falls under the information and consultation of the works council (CSE) on new technologies; the role-by-role presentation gives it a factual, dated basis.
Is it compatible with our workforce planning agreement?
Yes: the tool does not replace your agreement, it equips it. Roles that are changing, new skills to develop, bridges between roles, training plan: this is the very substance of strategic workforce planning (GEPP), a mandatory negotiation in France from 300 employees.
Can we see the tool on our own roles?
Yes: that is what the pilot is for. On a few roles of one value chain, your job descriptions are qualified task by task, then the tool is handed over with your data when results are presented to the executive committee.
Do we need to share personal data?
No. Job descriptions, headcounts and average salaries by role are enough. We work at the level of the role, never the person; forms for employees come later, after internal communication.
Where do the tool's figures come from?
From measurements set on each of your tasks, with double validation and linked to public research (detailed in the Method tab), then from documented calculation rules. Every starting value is a hypothesis you replace with your own.
Is it a high-risk AI system under the EU AI Act?
No: the tool informs decisions at the level of roles; it does not screen, assign or evaluate anyone. A tool you might build afterwards for that purpose could be (Annex III, applicable from 2 December 2027); we anticipate it from the scoping stage.
