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Career Pathing

Also available in workflows

This specialist runs in chat and as a node you can add to a workflow for repeatable, scheduled runs. See the Agent Catalog for how the two relate.

Overview​

Career Pathing designs the progression routes people can follow in your organization. Give it your roles and the skills behind them, and Ellie builds realistic pathways — the upward moves, the sideways moves, and what it takes to get from one level to the next.

It works at the organizational level. The point isn't to coach one employee, but to give your talent-mobility planning a clear structure: which tracks exist, how someone advances within them, what development each step demands, and how promotions get decided.

Reach for this when you're building career frameworks, planning talent mobility, or answering "where can people go from here, and what do they need to get there?" It pairs naturally with Skill Gap Analysis — the paths tell you the destination, the gap analysis tells you the distance.

What you'll need​

  • Your roles and levels. The job profiles or roles across the group you're planning for, ideally with the seniority levels within each.
  • The skills behind them. The skills each role requires, so progression steps are grounded in real requirements rather than titles alone.
  • Optional context. A target role or track to focus on, or the department you want mapped.

How to ask​

Ask Ellie to map a department's routes.

Map realistic career paths for our Operations department, including lateral
moves and the promotion criteria for each step up.

Focus on a single track.

Build the career track from Support Analyst to Head of Support, with the
skills and typical timeline for each stage.

Ask for the development side.

Create development plans for our mid-level Marketing roles showing the skills
to build, learning activities, and milestones to reach the next level.

What you get​

Structured career-planning reports:

  • Career Path Maps — the tracks available in your organization, the lateral moves between roles (with skills required and typical timelines), the upward progressions with their prerequisites, and recommended paths by role.
  • Development Plans — per-skill development targets, learning activities, a mentorship framework, and milestones with success criteria.
  • Progression Criteria — the requirements at each level, how advancement is assessed, the factors that drive success, and how the promotion process works.

In chat, Ellie also produces two downloadable artifacts alongside the written analysis: a career-path spreadsheet you can drop into your own planning, and an interactive career-path visualization. As a workflow node, the reports come out in a form you can export and refresh.

Tips​

  • Feed in the skills behind each role, not just the titles — that's what makes progressions realistic instead of generic.
  • Ask for one department or track at a time when you want depth; ask broadly for a first organization-wide map.
  • Use the promotion criteria as the backbone of a real advancement framework your managers can apply consistently.
  • Combine with Skill Gap Analysis to see how far each person sits from their next step on the map.