Calibrated talent decisions
Assess every role against the same defined bar, so the outcome does not depend on who ran the review.
— Talent & Leadership
Next-Role Architect
Reads a CV, Hogan report and interview notes to map career arc, values, motivators and derailers, researches companies actively hiring for that profile, pulls each hiring company's strategy signals, scores strategic fit and produces a ranked target list with a tailored positioning narrative per company.
- Talent & Leadership
- Traceable reasoning
- Runs anywhere
1–2 weeks → ~25 minutes
For a typical multi-document review workflow
No coding required
- Input
- Assessment, review or performance evidence you already hold
- Output
- A calibrated view of each role with the rationale shown
- Runs in
- Skillsize · ChatGPT · Claude · Copilot
- Export
- SKILL.md · MCP
- Time saved
- ~1–2 weeks per run
— USE CASES
What people use Next-Role Architect for
Evidence a committee can question
Every rating traces back to the evidence behind it, so a board or committee can interrogate it.
Consistent development at scale
Produce the same depth of output for the whole population, not only the most visible names.
What it works from
- Assessment, review or performance evidence you already hold
- Your competency model, success profile or leadership standard
What you get back
- A calibrated view of each role with the rationale shown
- A population-level read a talent committee can act on
— HOW IT BEHAVES
How Next-Role Architect produces its result
The mechanics behind this specific template — what it reads, what it calculates, and where a human stays in the loop.
Whole sets of org data, role documentation and headcount exports at once
All of your org data, role documentation and headcount exports is processed as one set, so patterns across documents surface instead of being read one file at a time.
Live research on the organisation in scope
Current external sources on the organisation in scope are researched during the run rather than recalled from training data, and every source travels with the output.
Composed as work product
Findings on the organisation in scope are written up as a document that reads like professional output, with each claim tied back to a role.
Why this is expensive by hand
Judgements about the organisation in scope are usually made from evidence spread across assessments, reviews and conversations, with the bar shifting between assessors. Calibrated talent decisions is the typical trigger — assess every role against the same defined bar, so the outcome does not depend on who ran the review. Done properly it is defensible; done at pace it becomes a judgement call nobody can retrace. And "properly" usually means 1–2 weeks of manual work.
How this Skill produces it
Here the same job runs as a Skill. Your material goes in; a calibrated view of each role with the rationale shown comes out, alongside a population-level read a talent committee can act on. The judgement is built in — how items are broken up, what standard they are held to, and where the run stops for a human review. Net effect: 1–2 weeks down to ~25 minutes, no drift between runs, and every conclusion traceable back to the evidence behind it.
Who it's for
- CHROs and talent management leads
- Succession and leadership development teams
- Executive assessors and coaches
- Consultants running talent reviews
Run it in Skillsize — or export it anywhere
Next-Role Architect exports as a structured SKILL.md file and is MCP-ready, so the same method runs in ChatGPT, Claude, Copilot or your own AI products. Adapt it to your methodology, and the intelligence stays yours — not locked to one vendor.
ChatGPTClaudeCopilotAI Products (MCP)
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Outplacement & External Targeter
Built for someone leaving a business: extracts transferable strengths and the environment they need, researches open roles across sectors, cross-references each hiring company's stated priorities, and produces a prioritised application shortlist with a customised cover-letter angle and interview talking points tied to each company's strategy.
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Internal Mobility Matchmaker
Reads a CV, Hogan report and performance notes to establish growth appetite and development needs, takes an internal role list (pasted, uploaded or researched) and ranks the available internal moves with a development rationale explaining why each one stretches the right capability.
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Leadership Brand & Communication Coach
Uses Hogan MVPI, interview notes and 360 feedback to compare how a leader is actually perceived with how they intend to be seen, names the gap precisely, and composes a personal-brand and communication plan with concrete behavioural changes and feedback checkpoints.