The People & Talent OS
For HR Leaders, Managers & Teams

It's a full people & talent OS. The career graph, behaviors, skill wallet, and evidence loop are the growth core — and around them LadderHub also runs compensation and salary bands, time off and holiday calendars, the people directory with offices and teams, the org chart, workforce planning, DISC assessments, recognition, documents, upskilling programs, and people analytics. One platform instead of five disconnected tools.

Compensation is a mature part of the platform. You get effective-dated salary history per person, salary bands with compa-ratio and band placement, benchmarking markets by geography, multi-currency reporting with a daily FX snapshot, and per-country employer on-costs — rolled up into a live cost-to-company view by department, team, or individual.

Yes. You define your own leave types — with your names, colours, approval rules, and how much colleagues see — on top of four platform categories, so multi-country reporting still works. Policies carry the allowance per cycle, whether the time is paid, and what happens to unused days, all as dated versions you can schedule ahead or backdate. Requests, approvals, and balances run through the same inbox as the rest of the platform, and holiday calendars are generated per country and followed by each office.

Yes — and it goes further than the interface. Skill names, categories, and ESCO labels are stored per language, so a Portuguese reader browses and searches a Portuguese catalog while English remains the shared identity behind each entry. Terms that don't translate, like Kubernetes or Scrum, are deliberately left alone. AI-generated behaviors are written in the company's default language, so one catalog stays in one language regardless of who generated it.

LadderHub combines the career graph, expected behaviors, achievement tracking, gap analysis, monthly check-ins, and learning-partner matching into one platform. Your team gets clear expectations, managers get visibility, and L&D spend becomes traceable.

Every position carries expected behaviors. Each behavior declares the skills that enable it. Achievements link to skills and behaviors. Manager-approved achievements turn self-declared skills into verified ones — and surface the company's true skill demand in the process.

Skill demand is computed from the behaviors attached to every position in your company, weighted by how many people hold (or target) those positions. The result is a live map of which skills your company needs more of, broken down by department and category.

Learning partners are vetted training providers (courses, bootcamps, coaching) with skills mapped to their offerings. LadderHub surfaces partners ranked by your highest-demand skill gaps, so HR and Managers can spend the upskilling budget where it lands.

Yes. Company-wide behaviors apply to every employee regardless of role. A CEO can declare a behavior like "find one task per week to automate with AI" and it shows up in every position's gap analysis and every check-in.

Each month, employees self-grade and summarize focus areas. Managers review, add their own assessment, and set expectations for the next period. Forward-looking and developmental — not a backwards-looking performance review.

LadderHub provides API tokens for programmatic access and supports MCP (Model Context Protocol) for AI-powered integrations. Create achievements from Slack, pull data into dashboards, or build custom workflows.

LadderHub uses encrypted connections, JWT authentication, and strict multi-tenant data isolation. Your company's data is never visible to other tenants. Your data is stored in EU (Germany).