Your next great leader already
collects a salary.
The same engine that ranked your candidates now maps your team. Competencies, succession readiness, internal mobility and development plans: on real data, not spreadsheets and gut feel.
From "who did we hire" to "how far can they go."
Deterministic, multi-signal scores per competency per cycle. Numbers built from real assessment data: never invented by a model. The Great Eight framework included out of the box, fully customizable per organization.
Performance × potential, computed from actual competency data. Finally, a 9-box that doesn't depend on which manager guessed which number in which form.
See who's ready for the next critical role now, who's 12–24 months out. For every seat that matters. No guessing, no politics.
Surface the roles each person could step into next, before they start looking elsewhere.
Structured 70-20-10 plans, AI-drafted narrative, formula-based goals. Personal, not templated. Actionable, not vague.
Strengths and gaps by team and department, with privacy thresholds built in. Small groups are never exposed.
engine
Percentile bands → certified Talent Passport signals
Multi-signal cognitive & competency profile architecture
360° feedback that actually adds up.
Collect scored input from peers, managers, and reports. When everyone's in, Scovai synthesizes the themes, the strengths, and where opinions diverge — so you read signal, not a spreadsheet.
Peers, managers, direct reports, self — configurable per review cycle.
Per-competency narrative, strengths, development areas, consensus level across reviewers.
Both evaluations in one view. Scovai surfaces agreement, divergence, and development priorities.
HR calibrates ratings across managers. AI flags distribution shifts and fairness concerns.
Goals with a spine. Alignment you can see.
Draft → submit → approve/return, review cycles, rating scales, key results, weight budgets. Everyone sees their own; leadership sees the whole map.
Per objective, per cycle: on-track / at-risk / behind flag, recommendation, top risks, early wins. The early-warning you usually only get at quarter's end.
Cascade objectives from the top down. Scovai spots the breaks: orphaned goals, missing weights, progress that doesn't line up.
Turn performance into pay — transparently.
Map ratings to merit and bonus bands, generate recommendations, and see the budget and equity impact before you commit. Pay decisions with the math shown.
Every seat, with a bench.
Define organizational seats with required competencies. Scovai ranks who's ready to step up — deterministically, from actual performance data. 12-month and 24-month readiness horizons.
Upload the file you already have — any format. Scovai reads the structure, matches it to your people, and lets you confirm before anything changes. Minutes, not a rebuild.
Each employee's top-3 fit on other open roles, computed from competency data. Surface internal moves before people start looking elsewhere.
Health grid per department: covered / partial / gap / insufficient data. Minimum-3 threshold for de-anonymization. See gaps before they become problems.
Start from a global library or build your own. Score against it, get development suggestions (70/20/10), and run PDP cycles. The scores are yours and auditable — the AI just explains them. Framework is tenant-editable, cloneable, and supports AI fusion from ESCO/O*NET occupational baselines.
Personal career insights and an AI-led conversational career interview that gives every employee a clear read on strengths, growth areas, and the next step. Plan-aware: recommendations pull from the employee's actual competency data. Development, always on.
One platform. No re-import. No starting over.
Because Scovai is the same engine you used to hire, the day someone joins you already have their Talent Passport, assessment data, and competency baseline. Development starts from day one. No second system. No data migration. Same platform, new conversation.
Built for the board room and the audit room.
Same posture as hiring: deterministic scores, full audit trail, human oversight at every gate, anonymity thresholds on group data. When a board member or auditor asks how you built your succession plan, you have a real answer.
Book a Performance & Succession demoFairness monitoring: demographic signals excluded from scoring, tracked continuously
