Know what your peopleneed to learn next.

Skillar maps the skills each role is accountable for, assesses them on a schedule, and generates a revision roadmap for whatever the results flag.

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The diagnostic is free and takes about three minutes. No account, no sales call. We are pre-launch, currently onboarding design partners.

Capability, unmeasured.

Each mark is one person and one skill. Right now they are all guesses: nobody can say which are solid and which are risks.

Flip the state: scheduled assessments place every person and skill against a mastery threshold, and the gaps stop being guesses.

More learning isn't the answer.

Organizations spend millions on course catalogs, certifications, and seat hours. Yet leaders still cannot answer three questions:

  1. 1 of 3

    Where are our teams actually weak?

    A completion report cannot say. A scored assessment can.

    Assessed scores, not survey answers

    LockoutGuardingHazmatIncident
    R. Iyer
    61
    88
    84
    91
    R. Verma
    64
    90
    81
    84
    F. Sheikh
    88
    92
    86
    89
    M. Iyengar
    68
    72
    77
    81
  2. 2 of 3

    Which skills must each role hold next quarter?

    Written down as role requirements, not guessed at in review season.

    Role requirements, Shift Supervisor

    • Lockout / TagoutCertification renews Q485 required
    • Machine guardingHeld, re-checked quarterly85 required
    • Permit-to-work handoverNew requirement next quarter85 required
    • Incident reportingHeld, re-checked quarterly80 required
  3. 3 of 3

    What exactly should each person revise?

    The three concepts they missed, not the forty-hour course they already sat through.

    R. Iyer, after the last assessment

    • Lockout procedure orderingbelow mastery
    • Stored-energy checksbelow mastery
    1. 1Lockout sequence walkthrough
    2. 2Stored energy: hydraulic and pneumatic
    3. 3Re-assessment on the two concepts

    Six other concepts at mastery. Nothing assigned for them.

Seat time is a vanity metric. An auditor asks whether the person can do the job.

Read why we built it this way

Understand first. Then teach.

Skillar doesn't start with a catalog. It starts with an objective picture of your people: the skills their roles demand, the scores their assessments produced, and the gaps between the two.

What the picture is built from

Role and skill frameworks
The competencies each job profile is accountable for, mapped to your own levels.
Scheduled assessments
Recurring quizzes generated against the skills a role has to hold.
Mastery thresholds
The score a skill has to clear before it counts as held.
Results and roadmap progress
Question-level evidence, step completion, and re-assessment scores.
Your own source material
The SOPs, policies, manuals, and expert notes your team uploads.

Capability comes from assessment results, never self-reported ratings. Revision is generated only for the concepts an assessment flagged.

What would Skillar measure in your team?

Pick a sector and a role. These are the real competencies we benchmark, pulled from the same taxonomy the full diagnostic runs on. No signup.

Sector
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Or run the full seven-step diagnostic. About three minutes, no account required.

How one gap closes.

Follow a single skill for a single person: a line operator whose annual machine safety assessment just came back.

Sample scenario

  1. 1 of 5

    The scheduled assessment runs

    Rohit's role carries machine safety. Every quarter, Skillar generates and scores an assessment against that skill. This round: 64 percent, against a mastery threshold of 85.

    Machine safety, quarterly assessment

    64threshold 85
    0100
  2. 2 of 5

    BKT reads every answer

    Bayesian Knowledge Tracing works through the question-level evidence and finds the failure isn't general. Two concepts sit below mastery: lockout procedure ordering, and stored-energy checks.

    • Guard interlock classesheld
    • Lockout procedure orderingbelow mastery
    • Stored-energy checksbelow mastery
    • Isolation point mappingheld
    • Permit-to-work handoverheld
    • Group lockout boxesheld
    • Verification of de-energizationheld
    • Re-energization sequenceheld
  3. 3 of 5

    A revision roadmap is generated

    Four steps, drawn from the plant's own lockout SOP and equipment manuals. Nothing about the six concepts Rohit already holds.

    1. 1Lockout sequence walkthroughLockout SOP, rev 12
    2. 2Stored energy: hydraulic and pneumaticEquipment manual, ch. 4
    3. 3Worked examples and quizGenerated from both documents
    4. 4Re-assessmentTwo flagged concepts only
  4. 4 of 5

    He revises, then re-assesses

    The follow-up assessment re-tests the two flagged concepts. 91 percent. The gap is closed on evidence, not on attendance.

    Follow-up assessment, flagged concepts only

    91threshold 85
    0100
  5. 5 of 5

    The certificate is reissued

    Machine safety certification renews with a new expiry date and an audit trail behind it. His manager's heatmap updates. So does the org's readiness score.

    Machine safety

    Certified

    Valid to
    12 Sep 2027
    Evidence
    Assessment, roadmap, re-assessment

That loop runs for every tracked skill of every person, on a schedule. The capability map is never older than the last assessment round.

Explore the full product loop

From the whole company to one person's weakest concept.

Skillar holds capability at every level of the organization, so a question about a department and a question about a person are the same query at different depths.

Objective verification.
Gaps come from scheduled assessments scored question by question, not from self-ratings.
Drill-down that terminates in action.
An org-level weakness resolves to named people and their revision roadmaps, in seconds.
Explore Skill Intelligence
One capability map, five depthsIllustrative example

Readiness across every site

Select a row to go deeper

What your L&D team does today, and what changes.

No vendor deserves to be believed on a headline. This is the specific work that moves, stage by stage.

StageToday, without SkillarWith Skillar
Deciding what to teachA skills survey once a year, plus whatever managers flag in review season. Self-reported, and months stale by the time it is collated.Scheduled assessments score demonstrated ability against what the role requires. The map is never older than the last assessment round.
Choosing contentLicence a catalogue of 5,000 courses and hope the relevant two percent get found. Completion is the only signal you can report.Revision is generated for a concept an assessment flagged, or it is not generated at all. Nothing is assigned that a result did not justify.
Building something bespokeAn instructional designer interviews an expert, writes a storyboard, and ships in six to twelve weeks. The expert is the bottleneck.Your SOPs, policies and manuals are compiled into structured roadmaps and quizzes. The expert reviews rather than writes.
Proving it workedCompletion rates and a satisfaction score. Neither correlates with whether anyone can now do the thing.The same assessment is re-run after the roadmap. The difference between the two scores is the result, and it rolls up to team and department.
What leadership seesHours consumed and seats filled. A spend report dressed as a capability report.Where capability sits against role requirements, which certifications expire next, and what is being done about each.

Corporate learning measures the one thing it can count easily, which is hours, and calls it progress. Nobody believes it. L&D teams know their completion dashboards do not answer whether anyone got better.

We think the order is simply backwards. Content is not the hard part and has not been for a decade. The hard part is knowing, specifically and per person, what is missing, and being honest that a survey cannot tell you.

So we started at the diagnosis instead of the catalogue. Everything else in the product follows from that one decision.

We are pre-launch and onboarding design partners. If this matches something you have been arguing internally, we would like to talk.

Talk to us about a pilotRead the full argument

Your experts have the knowledge. AI turns it into learning.

AI doesn't replace your learning experts. It reads the SOPs, policies, and equipment manuals you upload and drafts the roadmap from those documents rather than the open internet: milestones, step content, and assessment quizzes. Your expert reviews and approves.

Explore AI Authoring
You uploadLockout and tagout SOP, rev 12
Skillar draftsMachine safety roadmap, 4 milestones
You uploadAML policy and RBI circulars
Skillar draftsAnnual AML refresher with quiz
You uploadBatch record deviation manual
Skillar draftsDeviation reporting revision steps

Every draft is held for a named reviewer's approval before anyone is enrolled.

Now see what your organization needs to learn next.

The free diagnostic maps your sector's roles to the competencies we benchmark and emails you the gap report.

Run the free diagnosticBook a demo