Every person's skills, industries, and languages live in one record the whole company can search, and a weighted match ranks who actually fits a piece of work instead of who happens to be free.
The problem
Not because the work is hard. Because nothing captured it.
Skill*form is a people directory and operations system that gives an organization one record of who works there, what they can do, and how they are organized.
The same record runs the practical work of having people: staffing a service, onboarding a hire, tracking a policy acknowledgment, and running a review, instead of splitting each across a separate tool.
Every person gets one record: skills with a proficiency level, industries, languages, career history, past agencies, and the brands they've managed, kept current by the person it belongs to.
Search the company by name, department, or role, and open a reporting-line chart rendered live from who actually manages whom today.
Define what a service needs as required and preferred skills with a minimum proficiency, then run a match that scores every employee against it by proficiency and experience.
Build an onboarding template once, with tasks and due dates, and assign it to every new hire; separately, run time-off policies with balances, requests, and approvals.
Publish a policy and track who has acknowledged the current version, with automatic re-acknowledgment when you publish a new one; store HR documents and company-wide files behind signed links that expire in under a minute.
Run goal cycles and performance reviews, built on competency frameworks an admin defines for the career ladder, where an AI-drafted narrative starts from a manager's own ratings and notes; keep pay bands and current pay visible to a manager for their reports, and full pay history visible only to the employee and whoever has explicit compensation access.
Post announcements, give peer recognition tied to your organization's own values, run events with RSVPs, organize groups, and draft a survey from a one-sentence intent that an admin edits before it goes out.
Build your org structure once: departments, offices or agencies if you run more than one, and a job-level ladder.
Create or invite each person's record; from there, they maintain their own skills, industries, languages, and career history.
Look someone up by name or role, or define a service and run a match to get a ranked list of who actually fits it.
Onboarding templates, time-off policies, policy acknowledgment, review cycles, and recognition each switch on independently, when you're ready for them.
Every Skill*form capability works on a Skill*form-only account: profiles, directory, org chart, service matching, onboarding, time off, policy acknowledgment, documents, reviews, and recognition. Nothing here depends on another module being active, and one organization can run a single office or a multi-agency group under the same roster.
Sends
approved time off and holidays — Live
The execution signal
skills and availability — Coming
The execution signal
who knows what — Coming
The memory signal
the roster — Coming
The infrastructure signal
the roster — Coming
The companion signal
Receives
Nothing yet: this is where it will show up as it ships.
Without the suite
A staffing decision starts with someone asking around chat who has bandwidth and the right skill for a project.
With it
's live talent map and service matching surface the right person before the ask goes out.
One roster covers every office or agency in the group, so headcount, skills, and structure stay in one place instead of one spreadsheet per office.
Onboarding, time off, policy acknowledgment, reviews, and compensation records live in one system with real access control, instead of a folder of documents and a spreadsheet.
A match ranks who actually fits a piece of work by skill and experience, so staffing starts from data instead of a memory of who did something similar last time.
Most agencies default to whatever directory their HR system ships with, which tracks a job title and little else, then patch the gap with a wiki for policies and a spreadsheet someone updates by asking around before a pitch. Each piece drifts out of date the moment the person maintaining it gets busy with something else.
Before
Now
A directory that lists a job title and nothing about what the person can actually do
A profile with real skills, proficiency, industries, languages, and project history
A wiki or shared drive nobody keeps updated once the launch enthusiasm wears off
A directory and org chart that stay current because they are the same records people already use for onboarding and reviews
A spreadsheet somebody maintains by asking around before every pitch
A weighted match that ranks people against what a service actually needs
Separate tools for onboarding, time off, reviews, and recognition
One system, scoped to one organization
Models
What it decides
What it does not decide
Your data
Review notes, ratings, goal progress, a survey intent, or the numbers on an analytics screen reach Anthropic's commercial API only when you trigger one of those three actions, never on a schedule or in the background. No code or configuration in this product asserts a training or retention policy for those calls; that determination sits with Anthropic's own account-level API terms, not with anything this product controls.
Isolation
Every profile, service, HR record, document, and review is scoped to your organization at the database level, checked on every read and write, with no path for one organization to query another's.
Access
Anyone with an active Skill*form seat can see every colleague's directory profile, by design: that shared visibility is what the directory is for. Each person edits their own bio, skills, languages, and project history; only an org admin can set someone's manager or job level, enforced by a database rule rather than left to convention. Compensation carries the narrowest access in the product: an employee sees their own current pay, band, and full pay history; their manager sees only that report's current pay and band, never the history; beyond that, pay data is visible only to whoever an admin has explicitly granted access to. Signal*form staff supporting your organization use the same broad access model every module in the suite does for skills, time off, and documents; compensation is the one deliberate exception, with no staff-support access to pay data at all.
Export
HR documents and company-wide shared files download through a signed link that expires in a minute, carrying the same access boundary as viewing them. Resource-library templates download as branded files the same way. There is no bulk export of the directory, reviews, or compensation data today.
Deletion
Deleting a document, a shared file, a service, an announcement, a group, a goal, or a manager's private note removes it immediately. There is no dedicated flow to delete an employee's whole record inside Skill*form; removing someone from the roster happens through organization membership, and there is no self-serve organization-level deletion today.
Run a match against a service and the result is a ranked list of employees who cleared the bar, each with the exact skills that matched, whether each was required or only preferred, and a score built from proficiency and experience. The org chart works the same way: rendered live from each person's actual manager, not redrawn by hand after a reorg.
Single Tool
One signal, dialed in
billed monthly
Base
The full suite, small team
billed monthly
Pro
Growing agency pace
billed monthly
Agency
Full throttle, no limits
billed monthly
A credit is a prepaid token you spend each time the platform generates something with AI, like a brief or a report, so your plan includes a monthly batch and you can buy more when you run out.
See full pricingPrices in USD. Annual billing shown per month, billed yearly. Taxes may apply by region.
Related
Skill*form points to the right person; Flow*form is where that assignment turns into a project with deadlines and dependencies. That handoff is still a person moving the information across today, not an automatic link.
The same roster Skill*form keeps is what a growing team's tool spend gets checked against in Stack*form, useful when a new hire needs seats or a departing employee's licenses need to come back. That connection is planned, not built yet.
Skill*form is a searchable record of who your team is; Brain*form is a searchable record of what your team has learned about its clients. Connecting 'who knows what' between the two is on the roadmap, not live today.