14 asks · 0 matches
"Who's worked with HIPAA-regulated data?"
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Hire signal, or grow with credentialing
The skills you're hiring for
are already on your payroll.
Your systems know job titles, cost centres, and completed courses. They don't know who rebuilt their team's workflow around an agent loop last quarter, or who has quietly become the person everyone asks before they ship. Living Identity finds them, names what they can actually do, and turns it into something you can plan against.
Request a capability scanSits on top of Workday, SAP, or whatever you already run. No migration.
Your skills data was obsolete
before AI. Now it's fiction.
Skills matrices refresh on twelve-to-eighteen-month cycles. The skill surface has moved further in the last eighteen months than in the decade before it. Whatever your matrix says today was true about a workforce that no longer exists.
Your HRIS knows job titles, cost centres, and completed courses. It does not know who rebuilt their team's intake process last quarter, or who has quietly become the person everyone consults before they commit to anything.
The gap isn't knowledge. It's resolution. Your systems capture the organization at the resolution of the job title. The work has moved to a finer grain, and the planning data never followed.
So the capability shows up nowhere. You staff projects without it, forecast without it, and go to market for skills that already exist three desks away.
Step 01
Connect what you already run
Living Identity reads from the systems of record you already have — Workday, SAP, your project tooling. No migration, no replacement, no transformation programme.
Step 02
Scan the work for emerging capability
AI reads the actual work signals — projects, contributions, how colleagues describe each other's output — and surfaces capability that has no entry in your taxonomy yet.
Step 03
Validate through the people who were there
Colleagues confirm what someone actually did. Self-claimed skills are welcome, but they stay visibly unvalidated until someone who worked alongside them anchors the claim to real work.
Step 04
Plan against what's real
A live capability map: who has what, where it concentrates, where you're one resignation from a hole, and what's emerging month over month.
Don't map everyone.
Find the operators.
Capability is not evenly distributed, and right now it is diverging faster than it ever has. In most organizations a small number of people have restructured how they work and are now operating at a materially different level than their peers.
They are the highest-value thing to find first — and the hardest to see, because nothing about their role, title, or job description has changed. The only trace they leave is in the work itself, and in what the people around them notice.
One operator, three colleagues, six capabilities — none of which appear anywhere in a job description, a performance review, or a skills matrix. All of them load-bearing.
Capability your taxonomy
has no word for.
Standard skill taxonomies update on multi-year cycles and describe work that has already stabilized. The capabilities deciding your delivery right now are the ones that don't have entries yet — and won't for years.
Living Identity builds the ontology from your organization's actual work, then tells you who holds each capability and how thinly it's held.
Emerging capability
Distribution
Validated
Context engineering
Agent orchestration
Prompt versioning
Human-in-the-loop design
Eval design
Retrieval pipeline tuning
Model routing
Synthetic data generation
Illustrative. A scan returns your organization's own ontology — built from your work, named in your language.
Capacity intelligence,
not performance scores.
Everything Living Identity measures is measured at the level of the organization. Coverage, concentration, gaps, direction of travel. No individual is ranked, rated, or scored.
That is not a soft position. It is the reason people participate honestly enough for the data to be worth planning against. A capability database that people are afraid of is a capability database that is wrong.
Coverage
How many validated people hold each capability, and how that has changed since the last scan.
Can we staff this at all?
Concentration
Where capability collapses onto one or two people, and which delivery depends on them.
Who can't we afford to lose?
Gaps
The searches your organization runs and cannot answer — the clearest signal of what to hire or build next.
Buy it, or grow it?
Trajectory
Which capabilities are compounding, which teams are pulling ahead, and what is appearing that has no name yet.
Where is this actually going?
Gaps, made concrete · searches the organization couldn't answer this quarter
9 asks · 1 partial match
"Who's launched a product in Brazil?"
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One person worth investing in
7 asks · 0 matches
"Who's done due diligence on an acquisition?"
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Real gap — pair with an outside advisor first
It sits on top of
what you already run.
Living Identity is not a system of record and has no ambition to become one. Workday stays your system of record. Your project tooling stays where it is. Nothing gets migrated and no one gets asked to move.
Living Identity is the capability layer above them — the granular, validated, current data that systems of record structurally cannot capture, in a form your planning can actually use.
Why This Data Is Different
Every platform in this category promises the same map.
Almost all of them are guessing.
Capability is not claimed.
It is recognized.
Most capability data is self-reported, inferred from a job title, or scraped from a profile someone last touched three years ago. It looks like data. It plans like a rumour.
Living Identity anchors every capability to a specific piece of work and the specific colleagues who were there. Self-claimed skills are welcome — they simply stay visibly unvalidated until someone who worked alongside that person confirms them.
This isn't endorsements. It's evidence. Peer-observed, MIRai-interpreted, built from real contribution. It is also the reason the map is worth planning against: the people best positioned to know what someone can do are the people who watched them do it.
Marcus on Maya · Q3 Acme deal
"Maya led the negotiation when the deal almost died."
Negotiation
Validated
Priya on Theo · EU launch
"Theo translated the legal framework into a roadmap the team could actually run."
Synthesis
Validated
Lena on Marcus · Q2 platform rewrite
"Marcus kept us shipping while scope shifted three times."
Adaptability
Validated
Staff anything
by asking for it.
Who's shipped a production payments integration?
Who's worked with HIPAA-regulated data?
Who's led a SaaS pricing change?
Not title searches. Capability searches — answered by validated evidence from the people closest to the work, in plain language, against your whole organization.
People keep it current because
they get something back.
Every skills database in history has died the same death: nobody maintains it. The organization needs the data; the individual gets nothing for supplying it; the data rots inside a year.
Living Identity is built from the opposite direction. The person gets a verified, benchmarked profile of capability they have genuinely developed — including the skills that no résumé, job title, or performance review currently captures anywhere. Validated by the colleagues who watched them do it.
That profile belongs to them. Keeping it current is in their interest, not just yours — which is the only arrangement under which it stays true.
Built for organizations
that already know
something is missing.
Living Identity is for organizations that can feel the gap between the talent they employ and the talent they can actually see — and are making expensive decisions in that gap every quarter.
Workforce planning & talent leaders
Staffing plans, capability forecasts, and build-vs-buy calls that currently run on job-title data everyone privately knows is wrong.
Operators scaling complexity, not hierarchy
Founders and leaders growing past 50, 200, 500 people without adding layers. Capability stays visible as the company grows.
Teams that move faster than their structure
Where the right person to staff is often two desks away but invisible to the org chart, and decisions need to travel with capability rather than approval.
Organizations navigating the AI transition
Where capability is diverging fast, the skills that matter have no names yet, and nobody can currently say who has them.