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Solutions · For Talent Acquisition

Hire against the skills each role requires

Career Bird keeps one approved version of every role, with its responsibilities, skills and proficiency levels, so job postings match the role inside the company.

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Free for up to 10 roles and 10 users.
Role · approved and ready to post
Senior Financial Analyst
Family
Finance
Track
Individual
Level
IC 3
Grade
6
Required skills
Financial modelingLevel 3
ForecastingLevel 3
SQLLevel 2
Stakeholder communicationLevel 3
Sent to the ATS

Job postings and internal roles rarely come from the same source.

Research from Deloitte, Greenhouse, SHRM and LinkedIn.

Job descriptions
88%
of organizations review job descriptions only ad hoc, not on a set schedule
Deloitte and Empsight, 2023
Posting vs. reality
53%
of workers say employers advertised job responsibilities that differed from the real job
Greenhouse, 2024
Skills-first hiring
34%
of organizations often or almost always use skills-first hiring strategies
SHRM, 2025
Talent pools
6.1x
larger talent pools when hiring is based on skills rather than degrees and experience
LinkedIn, 2025
The challenge

Without one source of truth, postings drift from existing roles.

Recruiters often rewrite the job description for each opening. Postings stop matching the role employees already hold, and hiring managers and candidates read different expectations.

Job postings
Postings are rewritten from scratch for each opening.
Job descriptions
Job descriptions are out of date and list few, if any, skills.
Titles and levels
Similar openings are posted under different titles and levels.
Role requirements
Recruiters and hiring managers disagree about what the role requires.
“
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
How Career Bird helps

One approved version of every role, ready to post

Career Bird suggests responsibilities, skills and levels from your job descriptions. Your team approves them, and every posting starts from the same role.

Job Architecture

Job descriptions kept up to date

Each role has current responsibilities, required skills and proficiency levels, reviewed by the people closest to the work and sent to your ATS from one source.

Explore Job Architecture
Job Architecture

Consistent titles and levels

Title variations are mapped to shared roles, so similar openings are posted under the same title and level.

Explore Job Architecture
Skills Intelligence

Clear criteria to screen against

Each role lists the skills it requires and the proficiency it expects, so recruiters and hiring managers screen against the same criteria.

Explore Skills Intelligence
Career Pathing

Internal candidates first

Career paths show employees the roles they could move into and the skills each one requires, so more openings are filled from within.

Explore Career Pathing
What changes

Consistent postings, clear skill criteria and expectations set from day one

Without one system
With Career Bird
Recruiters rewrite the job description for each posting, so postings drift from the role.
Job descriptions are sent to the ATS from one approved source, so every posting matches the role.
Job descriptions list responsibilities but few skills, so screening criteria are vague.
Each role lists the skills and proficiency levels it requires, so screening starts from clear criteria.
Similar openings are posted under different titles and levels.
Title variations are mapped to shared roles, so similar openings use the same title and level.
Internal candidates rarely hear about open roles that fit them.
Career paths show employees the roles they could move into, so more openings are filled from within.
New hires learn what the role really requires only after they start.
New hires start with a detailed, current role description that sets clear expectations and the skills to develop first.
Related challenges

Challenges Talent Acquisition teams bring to us

Each page explains the problem and how Career Bird helps solve it.

ChallengeTitle sprawlRoles and titles are changing fast, with no system to keep up.See how to consolidate titles ChallengeOut-of-date job descriptionsJob descriptions can fall out of date quickly.See how to update job descriptions ChallengePostings without specific skillsJob postings list few specific skills or proficiency levels, so candidates are hard to compare.See how to define role skills
FAQ

Questions Talent Acquisition teams ask

How does Career Bird help Talent Acquisition teams?

Career Bird keeps one approved version of every role, with its responsibilities, skills and proficiency levels. Recruiters post from that version, so job postings match the role inside the company.

How does Career Bird integrate with our ATS?

Career Bird integrates with your ATS. When a role is approved, a recruiter sends its job description to the ATS, including the skills and proficiency levels the role requires, so every posting starts from the role description your HR team approved. Your ATS stays the system of record for open jobs and candidates.

Can hiring managers suggest changes to a role?

Yes. Hiring managers can propose changes, and they go through the review and approval workflow your HR team sets up.

Does Career Bird help with internal mobility?

Yes. Career paths show employees the roles they could move into and the skills each one requires, which helps fill open roles from within.

Post every role from one approved version.

Bring the job descriptions you have. Career Bird suggests responsibilities, skills and levels, and your team approves them.

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