Challenge
Challenge
The future of work is about to shake up career pathing as we know it.

Whether you like it or not, your workforce needs to be more agile than ever. Half of all “work tasks” will be capable of being carried out by machines by 2025 equating to the loss or displacement of 75 million jobs. But, in the same period, 133 million human jobs will be created. That means you don’t have to panic about massive layoffs in your organization over the next decade but you do need to start preparing for a massive migration as employees step from dying jobs to net new jobs. And getting the wrong people in the wrong seats can be extremely costly.

Plum's Solution 
Predict successful career paths across jobs and departments with AI and I/O Psychology.

Today, succession and career planning are reserved for a select minority of your organization, typically senior managers and above. That’s because organizations tend to rely on the expertise of consultants, which can be resource-intensive, and therefore unrealistic to apply to many roles. But automation will be affecting every role in every industry, which calls for a solution that’s more scalable and affordable. That’s where Plum comes in. Plum’s Talent Recommendation Engine, powered by Industrial/Organizational Psychology and AI, intelligently matches every employee’s talents to job behavioral needs across the organization, all while providing your employees with individualized and transparent career pathing. Plum can predictably map career paths across teams and departments, not just silos — think of it more as a career lattice than a ladder. It’s scalable strategic workforce planning and upskilling that prioritizes an amazing experience for every employee.

Plum's Solution
A talent trajectory

A talent trajectory

85% of jobs that will exist in 2030 have not yet been invented. With emerging job titles such as Augmented Reality Journey Builder, AI-Assisted Healthcare Technician, and Chief Trust Officer, how do you find candidates with the relevant education and previous work experience? Simple. Plum quantifies talents, such as innovation, adaptability, and communication, which will be 4X more accurate at predicting success in the future of work than skills and knowledge.

Employee-centric career pathing

Employee-centric career pathing

All too often, succession planning decisions happen during closed-door talent review sessions where employees have no say. Provide incredible career pathing value for every single employee with Plum Talent Grow. These talent-based professional development guides are designed to provide a collaborative platform for individuals and their managers to create career path roadmaps.

Houston, we have a data problem

Houston, we have a data problem

For too long, succession planning and promotions have been based on the loose terms “culture fit.” In other words, how likeable someone is. Finally, career pathing can be data-driven, and therefore, more predictive and less biased. And this talent data doesn’t just end with internal mobility; it can also be leveraged to identify emerging leaders and inform professional development!

Competency models, re-imagined

Competency models, re-imagined

In the past, internal mobility competency models have been developed by expensive consulting services, and were therefore reserved for select few roles. Now, role-specific competency models can be generated in minutes for all roles in your organization. And since these competency models are created by multiple job experts and top performers within your organization, you can rest assured that your job profiles account for what makes the roles at your organization unique.