Most HR teams know they need to adopt AI. The challenge isn't awareness - it's knowing where AI actually makes a difference versus where it's just adding complexity.
But there's a deeper tension that doesn't get talked about enough. If you're leading HR through AI transformation, you're building this plane while flying it. You're being asked to support people who are genuinely questioning their relevance in the light of AI - while navigating that same uncertainty yourself. How do you help employees embrace a technology that might reshape their roles, when your own role is being reshaped at the same time?
The answer isn't to pretend the disruption isn't happening. It's to give people - and yourself - better information to work with. When employees can see exactly how AI affects their specific tasks, what skills they need to develop and where their career can go next, the conversation shifts from fear to agency. That's the difference between AI happening to your workforce and your workforce happening with AI.
That's the space GoFIGR operates in. Our AI-enabled HR platform focuses on the workforce intelligence layer - the part that sits between your people data and the strategic decisions you need to make about skills, mobility and development. It gives HR leaders the tools to have honest, data-backed conversations about AI's impact while giving employees a clear path forward.
Here's how it works in practice.
AI-Powered Skills Inference
Every organisation has a skills visibility problem. Employees' actual capabilities rarely match what's captured in their HR profiles or job descriptions.
GoFIGR's skills inference engine extracts meaningful insights from minimal data inputs - resumes, job descriptions, project histories - to build a more accurate picture of your workforce's capabilities. Rather than relying on employees to self-report (which typically captures less than half of their actual skills), AI identifies strengths, flags gaps and surfaces growth opportunities automatically.
This matters because every other talent decision - mobility, learning, succession planning - depends on having an accurate skills foundation to work from.
What this enables:
- Objective, data-driven skills assessments across your entire workforce
- Identification of hidden skills and adjacent capabilities you didn't know existed
- A living skills inventory that updates as people develop, not just when they remember to update their profiles
Internal Talent Marketplace
Hiring externally costs 3–5x more than moving someone internally, yet most organisations default to external recruitment because they simply can't see the talent they already have.
An internal talent marketplace changes that equation. GoFIGR uses AI to match employees with internal opportunities - open roles, short-term projects, stretch assignments - based on their verified skills and career interests, not just their current job title.
For employees, it means visibility into opportunities they'd never have found through traditional channels. For HR and business leaders, it means faster fills, lower costs and better retention because people can see a future inside the organisation.
What this enables:
- Skills-based matching that surfaces qualified internal candidates for every opportunity
- Reduced time-to-fill and external hiring costs
- Higher retention through visible career advancement paths
Career Pathway Mapping
One of the most common reasons people leave is that they can't see how to grow where they are. Career pathway mapping solves this by giving employees a personalised roadmap showing the skills, experiences and steps they need for their next move.
GoFIGR's platform doesn't just show a single linear path. It maps multiple possible trajectories based on an employee's current skills and interests, recommends relevant learning, connects them with mentors and highlights roles that align with their goals.
The result is that career development becomes something employees actively engage with rather than a once-a-year conversation that leads nowhere.
What this enables:
- Clear, personalised progression plans that increase engagement and reduce turnover
- Data-backed goal setting that makes career advancement structured and achievable
- Visibility for HR into where development investment will have the most impact
-
Personalised Learning and Upskilling
Generic training catalogues don't work. Employees need learning that's relevant to where they are now and where they're trying to go.
GoFIGR's platform curates personalised learning pathways by combining skills gap data with career aspirations, recommending the specific courses, content and experiences that will have the most impact. It pulls together internal and external learning resources into a single view, making continuous development practical rather than aspirational.
What this enables:
- Targeted upskilling recommendations based on actual skills gaps, not assumptions
- A single hub for internal and external learning content
- Measurable skills development tied to career progression
AI-Powered Action Plans
Knowing where you want to go is one thing. Knowing exactly what to do next is another.
GoFIGR generates step-by-step action plans tailored to each employee's career goals. These aren't vague development suggestions - they're specific, actionable steps: complete this course, join this project, connect with this colleague, develop this skill through this experience.
It turns career development from an abstract concept into a concrete, trackable plan that employees and managers can work through together.
What this enables:
- Structured, actionable development plans for every employee
- Clear next steps that make professional growth achievable
- Better career conversations between managers and their teams
AI Impact Assessment: Understand How AI Is Changing Your Roles
Before you can plan for AI's impact on your workforce, you need to understand where that impact actually lands — not at the role level, but at the task level.
GoFIGR's free AI Impact Assessment analyses your specific roles and shows you which tasks are most likely to be augmented or automated by AI, where your biggest skills gaps will emerge, and which teams need upskilling first. It's the starting point for any serious workforce planning in an AI era.
Over 1,600 leaders across 31 countries have already used it to get a clear, data-driven picture of how AI will reshape their organisations.
Take the free AI Impact Assessment →
This is what separates GoFIGR from other talent platforms. Most internal talent marketplaces and skills platforms treat AI as a feature - something built into the product. GoFIGR treats AI as the subject - helping you understand how AI is transforming the work itself, so you can make informed decisions about skills, mobility and development before disruption hits.
What This Means for Your Organisation
The common thread across all of these capabilities is workforce intelligence - the ability to see, understand and act on the skills and potential inside your organisation.
When you can accurately map skills, match people to opportunities and give employees clear paths to grow, the downstream effects compound: retention improves because people can see a future; internal mobility increases because you can surface hidden talent; hiring costs fall because you're filling more roles from within; and engagement rises because employees feel invested in.
This isn't about replacing HR judgment with algorithms. It's about giving HR teams the data and intelligence they need to make better decisions about people — faster.
See It in Action
GoFIGR's workforce intelligence platform helps organisations understand AI's impact on their workforce at the task level, build internal talent marketplaces and map career pathways that actually get used.
Start with the free AI Impact Assessment to see how AI is reshaping your specific roles → Take the assessment
Or book a demo to see the full platform in action.
-
Helena Turpin spent 20 years in talent and HR innovation where she solved people-related problems using data and technology. She left corporate life to create GoFIGR where she helps mid-sized organizations to develop and retain their people by connecting employee skills and aspirations to internal opportunities like projects, mentorship and learning.
