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Competency Builder

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​

The Competency Builder is where job profiles come from. It generates structured role definitions — each with a name and level (Entry, Junior, Mid, or Senior), a description, the tasks the role performs, its business function, and the skills it needs with importance and benchmark scores — and it generates them together with the skills themselves and the mapping that ties the two together, so all three stay consistent.

That means you can use it two ways. Ask for a whole competency framework for a function or business unit, or ask for just the job profiles you need. Either way it's the same specialist, so the roles it produces are the ones the rest of JobKred builds on — skill-gap analysis, training plans, and workforce distribution all start from clean job profiles.

It's built for human resources (HR) and workforce planning teams standing up a role library or a framework from scratch, refreshing one, or planning roles for a transformation. You describe the scope and objectives, and you get consistent, comparable profiles rather than free-text job descriptions or a pile of disconnected lists.

What you'll need​

  • The scope of roles. The business functions or departments to cover, and the job levels or structure you want (for example, Entry through Senior). If you want specific roles, name them.
  • Your objectives. The organizational goals or capability focus the framework should support.
  • Your organization's size. Headcount or company size, so the result stays appropriately sized — it aims for a concise, realistic set of roles rather than an exhaustive one.
  • Background documents (optional). Strategy notes, an existing org chart, or role descriptions add context — see Add context.
  • A reference framework (optional). If you keep a framework in your workspace — such as a national standard like the SkillsFuture Framework (SFF) — you can ask it to map roles to that instead of scoring skills from scratch.

How to ask​

Describe the function and the objective:

Build a competency framework for our data and analytics function. We're a
200-person fintech focused on cloud migration. Cover Entry to Senior levels.

Frame it around a transformation:

Create a competency framework for a mid-size manufacturer moving to smart-
factory operations — the technical and operations roles and the skills each
one needs.

Ask for job profiles on their own, without the wider framework:

Generate job profiles for our data and analytics function in a mid-size
financial services firm moving to cloud infrastructure. Cover Entry
through Senior levels.

Map named roles onto a framework you've already loaded:

Map these roles to our reference framework: Software Developer, DevOps
Engineer, Cloud Architect, IT Security Specialist.

What you get​

In chat, Ellie gives you a readable summary of what it proposes so you can react and refine before committing: a table of the job profiles with their key skills, and a table of the required skills and proficiency levels per role. This keeps the conversation easy to steer.

To generate the full, downloadable data set, run the Competency Builder as a node in a workflow. There it produces:

  • Job Profiles — the roles, each with function, level, description, and tasks.
  • Skills — the distinct skills across the framework, with categories.
  • Job Profile Skills — the mapping that ties each role to its skills, with an importance level and a benchmark for each.
  • Framework Structure — a readable summary of the roles and their key skills.

When you ask for framework mapping instead, each role is mapped to its identifier in your selected framework rather than having its skills scored from scratch — useful for aligning to a national or corporate standard.

Preview, save, or export any of these — see Read, export & sync results.

Building onto an existing framework

There's a second variant that builds onto a framework you already have instead of from scratch. You point it at an existing reference framework in your workspace, and it selects the roles relevant to your request, pulls their profiles and skills, and assembles them into a framework for you. This variant runs only as a workflow node, not in chat — add it to a workflow and choose the framework to build from.

Tips​

  • Name real roles and give the functions, levels, and objectives clearly — the result is only as focused as the scope you describe, and vague prompts produce generic profiles.
  • State your organization's size so the result is realistic; the specialist deliberately avoids over-complex or unnecessary roles.
  • Attach your current job descriptions so it builds on what you have instead of inventing roles.
  • Use chat to shape and agree the shape, then run the workflow node to produce the downloadable version.
  • For framework mapping, load the framework first; if a title isn't in it, you're told and offered the closest available titles rather than a fabricated one.
  • Generate one function at a time for large libraries — it keeps each batch focused and easy to review.
  • To extend what you already have rather than start over, use the build-onto-existing variant in a workflow.
  • Follow up with Skill Levels to add detailed proficiency definitions to the skills in your framework.