A skills-based job architecture that stays current as roles change
Career Bird drafts job families, levels and skills from the job descriptions you already have, for your team to review and approve.
A skills-based job architecture in weeks, not months
No consultants or spreadsheets. Managers keep their roles up to date, and HR approves every change.
Job architectures can become out of date quickly.
“I’ve followed Career Bird’s evolution from the start, and it’s clear this platform was built by people who truly understand how organizations and talent grow. What stands out most is how Career Bird makes skills the common language across job design, learning, and mobility.”
Don CarterEVP of People & Culture, Kiva“What impressed me most is the depth. It’s not just a checklist of features — there’s a real understanding of how organizations evolve, how skills shift, and how people learn and grow in their careers.”
Heather VeldmanVP of Total Rewards, Go Health“You can tell Career Bird wasn’t just thrown together by software engineers. It’s clear that IO psychologists and HR leaders played a significant role in developing it — the frameworks are thoughtful, practical, and grounded in science.”
Kira MeinzerChief People Officer, Envoy Global“Career Bird connects the dots between job design, skills, learning, and mobility. Instead of separate systems and spreadsheets, we now have a single platform that ties everything together.”
Gail RodmanVP Talent Strategy & People Experience, Unite Us“So many platforms claim to be skills-focused, but Career Bird is actually built that way. It treats skills as the foundation for job design, learning, and career paths. That matters right now because AI is rewriting roles faster than most companies can respond.”
Ted EmersonVP, Head of People“Career Bird is one of the few HR platforms that feels like it was built for the end-user. Teams won’t need a lengthy rollout or training — it’s intuitive, clear, and something managers and employees actually want to use.”
Maureen CalabreseFormer Chief People Officer, Sprout Social and Modern Health“Career Bird helps companies prepare for the future by turning skills data into human growth, organizational agility, and real impact.”
Rishad TobaccowalaFormer Chief Strategist and Growth Officer, Publicis Groupe“Career Bird was selected to participate in the competitive PeopleTech Partners Growth Program as they are building meaningful solutions for Talent and People Leaders aligned with what’s next in work.”
Cara Brennan AllamanoFounding Partner, PeopleTech PartnersStart from existing job descriptions
- Upload Word documents and PDFs; your own descriptions stay the primary input.
- Career Bird’s library of industry-specific roles fills the gaps.
- Consolidate hundreds or thousands of titles into a manageable set of shared roles.
Map skills to every role
- Each role lists the skills it requires at every level.
- Employees can see what’s expected to reach the next level.
- The same skills drive development plans and career paths.
Create a leveling framework that’s easy to understand
- Start from a leveling template sized to your organization, then customize it.
- Define levels by dimensions you choose, such as scope, autonomy and impact.
- Promotions, transfers, and pay reviews all use one definition.
Define competencies once for every role
- Set competencies at the organization and job-family level.
- Each competency has defined proficiency levels and a set of behaviors that demonstrate it.
- Connected to the leveling framework, so competency and level agree.
Assign job families to the people who know the work
- Group roles into job families and tracks.
- Admins assign owners or editors to each job family or track.
- Owners bring the domain expertise to harmonize roles across their family.
Keep roles up to date as the work changes
- Managers own the roles on their teams; HR approves and publishes changes.
- Approval workflows, redlining and version history replace re-do projects.
- Every change shows who made it and when, a record for pay-equity reviews.
Most companies build a job architecture once. Few keep it up to date.
Go deeper on Job Architecture
Job architecture best practices
Role families, skills integration, governance, leveling and career path connection — what turns a static framework into a living one.
Read more
How to build a job architecture framework
A step-by-step guide for mid-market HR, from the title audit through organizational buy-in.
Read more
Job leveling framework
How to create consistent role definitions, fair pay and clear career paths across the organization.
Read moreFits the HR stack you already run
Career Bird pulls employee data from your HRIS and sends job descriptions to your ATS. Your HRIS stays the system of record for people; Career Bird for roles and skills.
+150 moreBuilt for employee data
SOC 2 Type II audited, with a GDPR-aligned data processing agreement and role-based access for every user. Your data is never used to train AI models.
Questions buyers ask
What file formats can we upload?
You can upload job descriptions as Word documents or PDFs. Employee data is imported from your HRIS or a CSV file. Your own descriptions are the primary input; Career Bird's library of industry-specific roles can be used when clients do not have a job description.
What is title consolidation?
Title consolidation maps slightly different job titles to a manageable set of shared roles. It is especially valuable after rapid growth or an acquisition, and it is what makes leveling consistent, fair and possible to maintain.
How is this different from the role module in our HRIS?
Career Bird differs from the role module in your HRIS because most HRIS are built to manage people, not skills or roles. The few with role and skills modules treat them as add-ons. Career Bird integrates with your HRIS, which stays the system of record for people, while Career Bird becomes the system of record for roles and skills.
Bring five job descriptions. See the architecture they turn into.
We will run your own descriptions through the draft-and-approve flow so you can see the job families, levels, competencies and skills that come out.