Marcus on Maya · Q3 Acme deal
"Maya led the negotiation when the deal almost died."
Negotiation
Demonstrated
Find the people
you need.
See what's in your reach.
For organizations that already operate as networks — where the work moves faster than the org chart, and capability matters more than title.
Living Identity is built from the work outward. Visible to anyone, recognized by peers, searchable in plain language. People find who they need, instantly. Teams self-organize around the work, not the org chart.
Request early accessYou at the center, your skills around you, and the capability you can reach beyond.
Organizations are built
around job titles.
Human capability is not.
The org chart was built for a predictable world — clear functions, stable roles, work that moved through layers. That world is gone. The work now moves faster than the structures designed to coordinate it, and the systems built to manage people have never been able to see it.
People are doing more than their titles describe — coordinating across teams, resolving tension, mentoring others, carrying responsibility no system formally captures. The issue isn't absence. It's visibility. The problem is not that talent is missing — it is that it is unseen.
Every tool in this space draws from the same source. What HR recorded, what the employee self-typed, what systems logged, what courses were completed. None of them capture what the colleagues who actually worked alongside someone know about what that person can do.
60%
longer employees stay at organizations that offer internal mobility
* LinkedIn Future of Recruiting, 2023
1 in 3
organizations have a formal way to see and move internal talent
** LinkedIn Workplace Learning Report, 2024
18%
less cost and better performance from internal hires vs external
*** LinkedIn Workplace Report, 2023
Step 01
Start with the person
Each team member is guided through a conversational experience designed to surface how they think, what they have done, how they work with others, and what they may be capable of beyond their formal role.
Step 02
Turn experience into capability
Living Identity interprets those signals to build a living capability map across declared strengths, demonstrated behavior, and latent potential.
Step 03
Capability becomes real through others
The people closest to the work surface what someone has actually demonstrated, anchoring capability in real contribution rather than assumption.
Step 04
Search the organization in plain language
Ask a real question about the challenge in front of you. The platform surfaces the right people, or the right combination of people, based on actual capability rather than title alone.
Capability is not claimed.
It is recognized.
People rarely have full language for what they bring. The most valuable strengths often show up in how someone works with others, how they respond under pressure, how they support a team, or how they carry responsibility when it matters.
The people with zero distance to someone's real contribution aren't above them on an org chart. They're next to them, the first people to recognize it. Their perspective is categorically different from a review written months later by someone three levels removed.
This isn't endorsements. It's evidence. Peer-observed, MIRai-interpreted, built from real work. Over time, a person's capability profile becomes a living record of how they show up, what they make possible, and how others experience working with them. For many people, it is the first time their contribution has been named, in the words of someone who was actually there.
Priya on Theo · EU launch
"Theo translated the legal framework into a roadmap the team could actually run."
Synthesis
Demonstrated
Lena on Marcus · Q2 platform rewrite
"Marcus kept us shipping while scope shifted three times."
Adaptability
Demonstrated
Capability that's findable,
recognized, and yours.
Four things Living Identity gives the people who use it. Each one only becomes possible when the work itself is the source of truth — not the title, not the record, not the resume.
Liquidity
Your capability becomes searchable, accessible, transferable. The work you've done isn't trapped in a profile — it travels with you, across teams, across roles.
Searchability
Ask in plain language. "Who's shipped a payments integration?" returns the people who actually have — not the ones who put it in their LinkedIn.
Recognition
Peer-observed, peer-named. The colleagues who saw you do it are the ones who validate it — not a manager three levels removed.
Discovery
The right person is already someone you can reach. Sometimes directly. Sometimes through one of your colleagues. Either way, you find them.
See what's there.
And what isn't.
This is not an org chart. It is a living map of capability across your organization, built from how people actually work, how they are recognized by others, and how their strengths connect.
Hover to explore where capability concentrates, where the organization is thin, and where new strengths are still developing. Gaps are named as clearly as depth — and for the people inside, the thin places are an invitation to grow into the work the company needs next.
Declared
Demonstrated
Latent
Recent gaps · searches the org couldn't answer this quarter
14 asks · 0 matches
"Who's worked with HIPAA-regulated data?"
→
Hire signal, or grow with credentialing
9 asks · 1 latent match
"Who's launched a product in Brazil?"
→
One person worth investing in
7 asks · 0 matches
"Who's done due diligence on an acquisition?"
→
Skill gap — pair with an outside advisor first
Most organizations hire outside what they could grow inside.
Your circles,
made legible.
Capability doesn't stop at what you can do alone. The colleagues you've worked with, the colleagues they've worked with, and the skills that ripple through those circles — all visible, all searchable, all yours to call on.
When you need something — a partner, a perspective, an extra hand — the right person is already in your network. Sometimes they join an effort. Sometimes they answer a question. Sometimes they know someone who can. Either way, you know who to go to.
What This Enables
For the first time, people in organizations can see themselves clearly.
Stop searching for titles.
Start asking
better questions.
Who's shipped a production payments integration?
Who's worked with HIPAA-regulated data?
Who's led a SaaS pricing change?
These aren't title searches. They're capability searches — answered by the people closest to the work, in plain language.
Living Capability Profiles
Not static profiles and not self-promotion. A living record of what a person has shown, built, carried, and made possible over time.
Organizational Capability Map
A real-time view of where strength is concentrated, where capability is thin, and where untapped potential is sitting across the organization.
Networked Capability
Capability isn't locked inside a single profile. The people in your circles — and the people they know — become reachable through their skills, not their titles.
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.
It is especially powerful for companies that already operate this way — where capability flows across functions, teams flex around the work, and titles describe roles, not limits.
Network-shaped organizations
Companies that already operate as cells, squads, or fluid teams — and need to see capability the way the work actually flows.
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 decisions need to travel with capability, not approval. Where the right person to call is often two desks away, but invisible to the org chart.
People who do the work
The IC, the maker, the operator. The colleague whose contribution has never been fully named. Living Identity is built first for them — because the platform doesn't work without them.
The next decade isn't about managing people. It's about helping them find each other — and getting out of the way.