Your workforce capability platform

Build skills libraries and define once what each role requires, and apply it consistently across every department and region. Adopt an industry or professional-body standard, or build your own from our library of 10,000+ skills and role profiles.

• Structured skills taxonomy
• Mapped to industry standards, professional bodies, or your own requirements
• Scales to thousands of roles and employees

Most organisations work from a rough idea of who can do what. Comaea replaces that with a clear, current picture, assessed against each role through self, manager, expert, or panel review.

Run it across the workforce and you get a capability baseline that updates as people develop.

• Self, manager, expert, and panel assessment
• Strengths, gaps, and risks identified against role requirements
• Organisation-wide baselines that update as people develop

Compliance slips when certifications quietly expire and nobody notices. Comaea keeps every certification, licence and mandatory requirement in one place, with automatic alerts before expiry and refresher learning assigned the moment something lapses.

• Automatic expiry notifications and refresher assignment
• Validation workflows with authorised sign-off
• Audit support with clear evidence and reporting

Assessment shows you where capability falls short. Development planning is what you do about it. Plans are built around each person’s actual gaps, linked to career pathways, and owned by the people following them, so progress stays grounded in what’s actually changed.

• Create bespoke or ready-made development templates
• Roll out development programmes at any scale
• Support Plans, Goals & Actions, or OKRs

Key roles carry quiet risk: when too much depends on one person, their leaving becomes your problem. Comaea shows which roles matter most, who could step into them, and how ready they are, so your pipeline is an evidence-based view, not a spreadsheet and a few people’s memory.

• Critical roles and top-performing talent identified
• Successor readiness assessed for future roles
• Succession strength visible across the organisation

All this assessment and tracking only pays off if the right people can see it. The underlying data feeds dashboards pitched at each audience, so nobody has to wade through a report meant for someone else.

• Executives see capability, readiness, and risk across the organisation
• Managers see their team’s strengths, gaps, and priorities
• Employees see their own skills, certifications, and next steps