365Talents

365Talents is a skills intelligence platform that connects employee capabilities to internal opportunities and workforce planning. It suits large organizations seeking to coordinate skills and mobility across established HR systems. Its breadth is useful, but modular custom pricing and a multiweek implementation make it a substantial commitment.

Overview

Founded in 2015 and headquartered in Lyon, France, 365Talents builds a live view of employee skills, identifies gaps, and uses that picture to inform workforce decisions. It also matches employees to internal jobs, projects, training, and career opportunities. That connection between skills data and action is its central strength: the platform is designed to support internal mobility and planning, not just catalog capabilities.

The product is aimed at large and enterprise organizations, typically those with 1,000 employees or more. Smaller employers are unlikely to need its breadth or benefit from the organizational effort behind a multiweek rollout.

Key features

• Skills intelligence: A live skills view, skills inference, a custom taxonomy, and skill-gap analysis help organizations understand workforce capabilities. That is a useful basis for planning, but it depends on employee skills data being maintained and applied across the organization.
• Internal opportunity matching: Skills-based matching connects employees with jobs, projects, training, and career opportunities. Career pathways and learning recommendations extend the offering beyond job matching, making it relevant to employers trying to link development with internal mobility.
• Workforce intelligence: Workforce planning is part of the platform's capabilities. Employers looking for a combined view of skills and planning may find that scope more useful than a standalone skills directory.
• Modular suite: The modules are Skills & Job Architecture, Internal Talent Marketplace, Career Developer, and Workforce Intelligence. Individual module pricing lets buyers tailor scope, though the number of components also makes the purchase and implementation decisions more involved.
• HR integrations: 365Talents says it connects with more than 100 HR tools, including SAP SuccessFactors, Workday, Cornerstone, Microsoft Teams, and SharePoint. Standard connectors are included; custom integrations are scoped on demand. That coverage can fit organizations with established systems, while bespoke connections may add scope to the project.
• Security and privacy: The company describes its SaaS platform as using encrypted data flows and says it has SOC 2 Type II attestation. Customer data is hosted in France and separated between customers. Employees validate their personal data, consent is obtained at first connection, and the right to erasure is respected.

Pricing

365Talents platform: Custom pricing. Cost depends on workforce size, selected modules, integrations, and support tier; modules are priced individually. Standard connectors are included, and custom integrations are scoped on demand. Commitments of 3 to 5 years are available, so buyers should weigh the longer-term commitment against the flexibility of selecting modules individually.

A dedicated Customer Success Manager is included for the contract duration. Implementation services are scoped during the sales process, and standard onboarding takes 6 to 12 weeks depending on integration complexity. This is a better fit for organizations that can plan a deliberate rollout than for teams seeking a quick start or a self-serve plan.

Platforms

365Talents is available on web and through an API. Its integrations with HR systems and workplace tools support organizations that need to connect the platform to existing infrastructure.

Who it's for

365Talents is best suited to enterprises, typically with at least 1,000 employees, that want one platform for skills intelligence, internal opportunity matching, career development, and workforce planning. It is a stronger candidate when those functions need to connect to an established HR stack and the organization can support onboarding. It is not a natural fit for a small team looking for a low-cost, lightweight tool.

Pros and cons

• Pro: Connects skills data to jobs, projects, learning, career pathways, and workforce planning, giving large employers a wider talent-management scope than a basic skills inventory.
• Pro: More than 100 HR tool integrations and included standard connectors can help it fit into an existing enterprise stack.
• Pro: SOC 2 Type II attestation, encrypted data flows, and employee consent and data-erasure provisions address important security and privacy concerns.
• Con: Custom pricing and individually priced modules make it harder to estimate cost without a scoped purchase.
• Con: Standard onboarding takes 6 to 12 weeks, with implementation services scoped during sales, so it requires planning and organizational capacity.
• Con: Its stated focus on organizations typically at 1,000 employees or more makes it a poor match for smaller employers.

Alternatives

For a broader view of the category, browse Talent Intelligence Software, Career Pathing Software, Skills Management Software, or Talent Marketplace Software.

• Talentguide is worth considering when a small evaluation is the priority: its free Sandbox covers up to 5 seats and includes a talent library, skills-gap analysis, development plans, skills evaluation, a WhatsApp companion, and workforce planning.
• Eightfold Talent Intelligence is an alternative for buyers who need Android and iOS apps alongside web and API access.
• Talentware is another paid option with web and API access.
• Draup is another paid option with web and API access.
• Gloat Skills Foundation may suit buyers considering a skills foundation product with pricing by request.
• JobsEQ may suit buyers willing to scope requirements in a conversation; it has no free trial and prices according to products, organization size and type, users, and data delivery needs.
• Lightcast Labor Market Intelligence is an alternative when the goal is labor-market intelligence through software subscriptions, consulting, or data delivery options.
• Reejig may suit buyers seeking a 12-month Work OS contract priced at $250,000 per 12 months.

Verdict

Choose 365Talents if you are a large employer that wants to connect workforce skills with internal mobility, career development, and planning, and can support a scoped enterprise rollout. Its strongest reason to buy is that joined-up scope, reinforced by broad HR integrations. Look elsewhere if you need transparent pricing, a short onboarding cycle, or a tool sized for a small organization.