Stop guessing who on your team can actually do what. Map it.
What managers face — and what changes with a real skill map
You need to defend a promotion decision — and all you have is 'gut feel' and last quarter's OKR write-up.
A verified skill map gives you objective, third-party data for leveling conversations. Promotions become defensible — and less political.
Training budget is tight and you can't tell if last quarter's course actually lifted the team's skill.
Pre-training and post-training verified assessments measure exact skill lift per engineer, per dollar. Kill programs that don't work, double down on the ones that do.
You're being told to 'upskill the team in AI' but don't know where the real gaps are.
Individual verified skill profiles reveal the gaps — 'three of your engineers are strong in vanilla Python but weak in agent workflows.' Now your AI upskilling plan has targets.
HR wants six months of procurement before you can adopt a new tool — your team's skill questions are urgent now.
Aveluate AI team plans are a manager-budget purchase. 5-25 seats, monthly billing, no HR signoff. You map your team's skills while corporate is still writing the RFP.
Stop reporting attendance. Report measurable learning outcomes.
Pre-assessment → curriculum → matched post-assessment (same depth as the pre) per cohort. Aveluate AI gives every program a numeric learning delta, a weak-keyword map of remaining gaps, peer-percentile distributions across cohorts, and before/after job-readiness scores. Defensible in any board review or funder audit.
Quantified delta
"Improved from 42% → 78% (+36 pp)." The number that proves the bootcamp / course / job prep was worth it. matched post-test (same depth as the pre) guarantees the comparison is real.
Weak-keyword map
AI surfaces the exact concepts still soft — by topic, not just by score. "Window functions: 50%. Recursive CTEs: 30%." Know exactly what to fix before applying anywhere.
Peer percentile vs cohort
See how each cohort ranks against other cohorts on the same skill, same period. Cross-program comparability across providers. Privacy: anonymity threshold enforced at the query level.
Workforce-readiness gauge
Per role: % of cohort above readiness threshold pre-program vs post-program. ROI you can put in front of the CFO, the board, or the funding agency.
Built for managers, not enterprise procurement
Team plans from $79/mo (5 seats)
$79/mo for 5 seats, monthly billing, credit-card checkout. Add seats as your team grows ($15/seat). No purchase order, no procurement cycle, no HR signoff. Map your team in weeks — not after a year of enterprise rollout.
Team skill dashboard
Private to your team. See verified skills per engineer, gaps by area, and ranking against peer teams (anonymized). Everything in one view.
Pre/post training measurement
Baseline-assess before training. Re-assess after. Get the exact skill lift — by person, by program, by quarter.
Leveling defensibility
Export verified skill profiles for promotion packets and leveling reviews. Objective data HR and your skip-level actually take seriously.
Quarterly benchmarks
Track your team's verified skill growth quarter-over-quarter. Feed it into performance reviews, board updates, and skip-level 1:1s.
Private and consent-first (enforced at query level)
Team data is private to your manager seat. Engineers opt into verification; failed attempts are confidential. Anonymity threshold (default 5, hard floor 3) is enforced at the query level — aggregations genuinely EXCLUDE below-threshold cells, not just hide them in the UI.
Skill Demand Index for hiring + retention talks
Hourly-updated index of which verified skills employers hired for this week, with week-over-week trend. Walk into your skip-level with "AI agents are up 47% week-over-week — here's our team's coverage" instead of vibes.
Every engineer, every skill, one grid.
This is the team-skill dashboard a manager gets after 2 weeks on the team trial. Green = strong, yellow = developing, red = gap.
| Team member | Python | SQL | AI-augmented coding | Prompt engineering | System design |
|---|---|---|---|---|---|
Alex R. Senior Engineer | Strong | Strong | Developing | Developing | Strong |
Priya M. Engineer | Strong | Developing | Gap | Gap | Developing |
Jordan W. Senior Engineer | Strong | Strong | Strong | Strong | Strong |
Maya T. Engineer | Developing | Strong | Developing | Developing | Developing |
Chen L. Junior Engineer | Developing | Developing | Gap | Gap | Gap |
Sam O. Senior Engineer | Strong | Strong | Developing | Developing | Strong |
Sample data — the real dashboard renders this from your org.
Three steps to a team skill map (in two weeks)
Invite your team
Sign up for a team plan. Invite your 5-25 engineers. Each gets free unlimited practice and the option to verify skills they already have.
Map the baseline
Within 2 weeks, most engineers verify 1-2 skills. Your dashboard populates with a real, objective view of what your team can do — not what they claim in retros.
Use it in every decision
Promotions, training picks, hiring asks, restructuring, skip-level updates. Every people-decision now has defensible data behind it, not intuition.
What managers do with a real skill map
“I was 9 months into a director role with 22 engineers and couldn't answer 'who on your team can ship an agent workflow end-to-end' without guessing. Two weeks on Aveluate AI team plan and I had an actual map. Promotion panels and training spend finally had data behind them.”
What managers ask before starting a team trial
What else you get
Skills Intelligence · Credentialing · Career Operating System · Community + Cohort tools — all anchored to the verified credential.
See the full Aveluate AI platform