Engineering a Graph-Based Skill Intelligence Matrix to de-silo enterprise talent, identifying invisible mobility paths and reducing turnover by 22%.
Trusted by Leading Fortune 500 Innovators
A distributed workforce of 5,000+ across 12 regions with fragmented skill visibility.
AI Architect + Graph Data Engineer + UX Strategist embedded within People Ops.
Moving from 'Post-and-Pray' internal hiring to proactive, AI-driven career pathing.
Neo4j Graph Database, Agentic NLP extraction, and real-time mobility event streaming.
The client relied on static resume snapshots and yearly performance reviews to identify internal candidates. This 'Snapshot Bias' meant that 60% of technical employees felt their skills were underutilized, leading them to seek external opportunities.
The risk was structural: the enterprise was losing proprietary institutional knowledge while over-spending on external recruitment for roles that could have been filled internally by upskilling existing staff.
Rigid dropdowns that failed to capture cross-functional or emerging technologies.
Dynamic relationship mapping that evolves based on real-world work output.
Internal hiring dependent on manager 'favorites' and visibility silos.
Data-driven matching with full audit trails ensuring merit-based mobility.
Skill data updated once a year, making it permanently out of date.
Event-driven updates triggered by project completion and peer validations.
The system monitors Slack, Github, and Jira events to update employee profiles autonomously as they work.
Anonymized skill-matching ensures diversity in candidate pipelines by removing demographic data from initial triage.
Agents proactively alert employees to internal roles that match their trajectory before they start browsing LinkedIn.
Optimized adapters for syncing Neo4j with legacy HRIS (Workday/SAP) without data duplication.
Pre-trained NLP models for mapping technical jargon to standardized skill clusters.
Dashboards for visualizing talent-flow, skill-gaps, and internal liquidity rates.
Real-time calculation of recruitment cost-savings per internal transition.
Employees with clear mobility paths showed significantly higher tenure in high-risk engineering departments.
Increased visibility allowed the enterprise to fill complex roles from within, saving millions in agency fees.
Optimized graph queries provide near-instant matching for managers looking to staff new projects.
Client Testimonial
Coretus didn't just give us a dashboard; they engineered a mobility mesh that revealed the hidden potential of our own staff. We stopped losing our best people because they can now see their next five years within the company.
Chief People Officer