Beamery

Beamery turns job descriptions into roles, each with the skills it needs. It sends each role’s skills and levels into Workday or SAP SuccessFactors. One customer says this took weeks, not months. Each person’s own skills come mostly from their job title, their CV or the recruiting system. Skill levels sit on roles, not people. Beamery’s AI does not test anyone’s skills. Beamery does not publish a price.

By Ashish Manchanda Published 16 Sep 2026 Last updated 25 Sep 2026
In one line

Beamery quickly rebuilds your roles around skills and sends them to Workday or SAP. Each person’s own skills come from their job title, their CV and your recruiting system.

Buy it if

You are a large employer using Workday or SAP SuccessFactors. You have hundreds of job descriptions to turn into a smaller, clean set of roles. Each role gets its own skills and levels. Your recruiters will then hire against those same roles.

Do not buy it if

You want each employee’s skills to reflect the work they actually do. Or you need a skill level for each person, not just for each role. Or you need the option to leave a yearly contract early.

Price

Not published. Under Beamery’s standard contract, your price is fixed for the length of the contract. Beamery bills you once a year and does not refund what you pay. You can only leave early for cause. That means a breach Beamery does not fix, or its insolvency.

Roles come from job descriptions. People’s skills come mostly from titles and CVs.

Beamery is best at building roles. You give it your job descriptions and any career frameworks in place. A career framework is a document some companies use to lay out job levels and career paths. Beamery’s AI then drafts a set of roles. Each role gets a list of skills and a mark for whether each skill is a must-have or just useful. A must-have skill is one the role cannot do without. Each role also gets a level, using labels such as Intermediate and Experienced. New roles start out marked “Pending”, which just means nobody has reviewed them yet. Someone on your team reviews a role before recruiters use it in Vacancy Calibration or Talent Portals, Beamery’s recruiting tools. In Beamery’s SAP set-up, your own team approves the skills and the levels.

Once your team reviews a role, Beamery sends the finished skills straight into your HR system. In Workday, Beamery sends each skill, its level and its must-have mark onto that role’s job profile. That job profile is the record Workday already keeps for that role. Workday Skills Cloud, Workday’s own tool for skills, has to be switched on first. In SAP SuccessFactors, Beamery sends each level as a number from 1 to 5 into Job Profile Builder. SAP Talent Intelligence Hub, SAP’s own tool for skills, has to be turned on too. In both cases, each role’s skills end up on the record your own team already works from.

Roles are not the only thing Beamery builds. It also builds a skills record for each person. For each person, those skills come from five sources. Beamery AI works out skills from the person’s main job title. A CV reader picks out skills that a CV states or implies. A browser add-on is a small program added to your browser. It reads any PDF attached to the record. The rest come from your recruiting system or from someone typing them in by hand. Beamery sets out these five sources for candidate profiles, the records it keeps on job applicants. Employees sit in the same database. Beamery can also pull employee records, including their skills, straight from Workday. But it can only look at them, not change them. Beamery does not copy skills from anyone’s LinkedIn profile on its own.

Beamery AI learned from millions of public job records with the names removed. It used them to find which skills go with which jobs, across more than 100 industries. It looks only at the job title, not at the person. So two people with the same job title get the same suggested skills from it. That keeps the results consistent from one candidate to the next. Beamery tells recruiters to rely mainly on these worked-out skills. It says to treat the skills a candidate lists about themselves as open to interpretation. Since July 2026, recruiters have had another option in search. It can ignore the worked-out skills and match only the skills a candidate has actually listed. That gives your recruiters a choice between what Beamery infers and what a candidate says about themselves. It matters when a skill is a firm requirement for the job.

Beamery also sells two more products, Task Intelligence and Ray. Beamery says Task Intelligence gives “real-time visibility into how work gets done.” Ray is an AI assistant. Beamery says it recommends skills “beyond job titles.” It is built on models tuned to your own company’s data.

Most of its figures measure roles, not people

Most of Beamery’s numbers are about building roles. Each one measures something different, so treat them as separate claims.

Up to 90% on first reviewSkills mapped onto roles

Beamery says its skills are up to 90% right on first review. It set this figure in a launch in February 2025. The launch ties the figure to how well Beamery maps skills onto roles. The same launch says Beamery matches the leading skills software and is more accurate. So this figure measures how well Beamery drafts skills for roles. It does not measure the skills Beamery records against one person.

90% skills, 86% priority, 73% levelsUnnamed global tech company

Beamery’s software worked out the skills and duties for this company’s customer service roles, and people then reviewed the results. On that first review, the average score for how relevant the skills were was 90%. The score for how well each skill was prioritised was 86%. The score for the level each role needs was 73%, the lowest of the three. Levels are the part your own team sets and approves. If you plan to use levels in pay bands or succession plans, plan time to review each role’s level.

1 day to a usable skills frameworkPilot customers

Pilot customers had a working skills framework set up in under a day. That framework is a first structure to build roles from. But the finished roles took weeks, not days. Flex took 17 days to gather its data and deliver its most critical job profiles. It then took under four weeks to define the skills for 40 roles. By hand, Flex estimated that would take four to six months. Plan your own team’s time around the weeks the finished roles took, not the one day for the first framework.

467% return over three yearsForrester study, commissioned by Beamery

Beamery commissioned Forrester to carry out this study in 2023. The product then was an earlier one called Beamery Talent Lifecycle Management. Forrester based its findings on interviews with one client company. The study came out before February 2025, when Beamery launched the features that build roles from job descriptions. So this figure measures the return on Beamery’s older product. It does not measure the roles features Beamery sells today.

32,000+ distinct skillsBeamery skills library

The library also holds more than 200,000 other names for those same skills. That cuts down on duplicates when the same skill gets written in different ways. The library keeps changing underneath the roles you build. One major update added 859 skills, changed 2,361, merged 610, and retired 7. That update reached Work Architecture, Beamery’s role-building product, in August 2026. It reached Beamery’s CRM, the database that holds candidates and employees, in September. A change like that can affect roles your team has already approved.

It cannot test one person’s skill, and its leaders just changed

Each person’s skills follow their title and their records

Beamery AI adds the skills that people with a job title usually have. A skill can show up in someone’s work but not in a title, CV or HR record. For skills like that, get Beamery to show you a customer where Task Intelligence finds them.

Levels sit on roles, so no one person’s level is tested

Your own team sets and approves the level each role needs. Beamery’s AI does not test or judge any person’s skills. One case study says the tech company’s leaders will be able to see skills by region or line of business. That is planned, not live. It is also a view across many people, not a level for one named person. For a pay or promotion decision about one named employee, you would need another source.

Someone on your team keeps the roles current

Beamery’s AI does not yet watch your job families and roles to flag when they need an update. It also does not yet suggest changes to them, though Beamery plans to add both. Until then, keeping your roles up to date is work for someone on your team. That is true even though the skills library underneath those roles keeps changing.

The company has changed at the top

Beamery’s founders, Abakar and Murad Saidov, left the board of its UK company on 22 September 2025. Four new directors joined that same day. Two of those four left on 13 April 2026. That leaves Has Dosanjh and Emmanuel Walter as the UK company’s directors. UNLEASH, an HR trade magazine, called Has Dosanjh the chief executive in November 2025.

Beamery’s UK accounts run to 31 January 2025. They cover only the UK part of Beamery, not its whole worldwide business. They give a mixed picture. The UK group’s loss after tax narrowed to £5,358,069, down from £10,868,957. Its subscription revenue rose to £7,804,967, up from £6,316,220. It paid off its bank loans in full. But over the same year, the money it owed its US parent, Beamery Inc., rose to £12,529,008, up from £6,096,697. The US parent can call in that money at any time. Its auditor, Grant Thornton, found no serious doubt that the group can keep going for at least twelve months. That view rests on the US parent planning to support it for at least twelve months from October 2025. The average number of research and development staff fell from 92 to 71 over the year. Those are the people who build the product. A cost-cutting programme started after the year ended. The accounts call it “cost optimisation.”

The company behind a fixed, non-refundable contract has been cutting costs and changing its leaders. Beamery’s next set of accounts is due by 31 October 2026. If you sign after that date, read those first.

It suits large Workday and SAP employers building roles at scale

It turns hundreds of job descriptions into a few clean roles

At Flex, a manufacturer with more than 140,000 employees, Beamery turned more than 1,200 job descriptions into 40 roles. Each role got the skills it needs and the level required.

Skills land on job profiles in Workday or SAP SuccessFactors

Each role’s skills and levels go onto a job profile in your own HR system. The result does not live only inside Beamery. On Workday, Beamery fills in profiles that already exist. It does not create new ones, so those profiles need to be in place first. Beamery is the only SAP Endorsed App with certified connections to SAP Talent Intelligence Hub, Job Profile Builder and Recruiting. That means SAP itself has verified and approved how the connection works.

Recruiters hire against the same roles

Once a role is approved, it is ready for use in Vacancy Calibration or in Talent Portals. Both are Beamery’s recruiting tools. Skills count for 30% of Beamery’s Talent Match score for candidates, the same as job title. An outside firm, Warden AI, audits that matching for bias every month. It publishes its reports under New York City’s Local Law 144 and the EU AI Act. Its audit on 2 September 2026 rated all 58 results “Clear”. That audit tests whether the matching is fair. It does not test whether the skills are correct. Beamery says poor matches usually come from low-quality data. Beamery also says how you use the matching is your responsibility.

Every skill shows where it came from

Every skill in Beamery records where it came from. That might be your HR system, your recruiting system, or a job description. Every change to a role’s skills also goes into a history log. Beamery’s AI never overrides or deletes a skill. It only ever adds one. Beamery also holds ISO 42001 certification, the international standard for how a company manages its AI. A works council or an auditor may want to know how a skill reached a record. You can show them its source. You can also show the full history of changes to a role.

It costs whatever Beamery quotes, in a fixed yearly contract

Beamery publishes no minimum company size. But it describes itself as a platform for big, “enterprise” organisations, meaning very large employers. Its named customers include Wells Fargo, with more than 225,000 employees. They also include Flex, with more than 140,000 employees, and Sellafield, with more than 10,000. DraftKings is a company of 1,001 to 5,000 employees. It uses Beamery’s recruiting tools, not its skills framework.

There is no public contract price to compare your own quote with. Vendr, a site that tracks software prices, shows a median price of $76,797 a year for Beamery. The low was $24,717 and the high was $204,153, on a page dated 2025. But that page lists Beamery under customer relationship management software, the kind that tracks sales contacts. It also names the product as Beamery Talent Lifecycle Management. So this is a price for that older product. It is not a price for the skills features you would be buying.

What you agree to sits in Beamery’s standard online contract, dated February 2026. That contract fixes your fees for the length of each order. It bills you at the start, then once a year after that. It does not refund fees unless the contract says otherwise. Most customers pay a full year upfront. The contract has no clause letting you leave early just because you change your mind. It also does not renew itself automatically. You can end it early for two reasons. Beamery must badly break its side of the contract and not fix that within 30 days. Or Beamery goes into the kind of financial trouble where an outside manager runs the company. If you leave over an unremedied breach, Beamery refunds what you paid in advance for the rest of the term. It works out that refund evenly across the months left. Otherwise, when the contract ends, you pay whatever fees are still owed for the term.

A change of leadership or a round of cost cuts at Beamery does not give you a way out. An individual order can set different billing terms than the standard contract.

The contract is clear about getting your data back out. You can download it as a spreadsheet file called a CSV at any time during the contract. You can also request a full copy at the end. Beamery then deletes it from its live systems within 30 days. It deletes backups within a further 90 days. It will confirm in writing that personal data has been deleted, on request. People’s records, including their skills, can be pulled out in bulk from Beamery’s CRM.

You could also build this on your own systems. We have mapped what that looks like. See it as an agent

What should you ask Beamery before you sign?

  1. For our employees, not job candidates, where will each person’s skills come from? Can we turn off skills worked out from job titles? A good answer names each source and says whether we can switch off skills based only on titles.
  2. Which of our work tools does Task Intelligence read? Which customers use it to add skills to people’s profiles today? A good answer names the tools and names a live customer.
  3. Your website quotes up to 90% on first review. Was that measured on roles or on individual people? Across how many customers, and who checked it? A good answer gives a number of customers and the name of who checked it, in writing.
  4. Show us one employee’s level in one skill. Tell us where that level came from and who set it. A good answer is a live example, not a description.
  5. Your case study scored levels at 73% on first review. How much of our own team’s time should we plan to spend correcting levels across our roles? A good answer gives a number of hours or days, not just reassurance.
  6. Your board and leadership have changed a lot since September 2025. Who is your chief executive today, and which company would we sign the contract with? A good answer names one person and one contracting company, in writing.
  7. Can we buy the skills framework on its own, without the recruiting database? What would that cost at our headcount? Can you name a customer close to our size who uses it for skills? A good answer is a number and a customer name, not a demo booking.
  8. When we leave, does the export include our roles, levels, must-have marks and change history? Or does it only include people’s records? A good answer is yes to all of it, in writing.

For skills from people’s work, look at TechWolf or Microsoft

Not every alternative to Beamery solves the same problem. If you want skills drawn from people’s actual work, look at TechWolf and Microsoft People Skills. If you would rather use the skills tools built into your own systems, look at what Beamery sends skills to. Those are Workday Skills Cloud and SAP Talent Intelligence Hub. If you would rather not buy anything yet, turning your job descriptions into roles by hand costs nothing.

Our guide to skills intelligence software lists both as built for skills from each person’s actual work. TechWolf does not publish a price. Cotality is the smallest company in any of TechWolf’s published case studies, and it employs about 5,000 people. Microsoft People Skills works from Microsoft 365 only. On top of a Copilot or Viva licence, it costs $0 extra, so far. If you already hold one of those licences, you can look at it without buying anything new. But Microsoft says it is not designed for promotion or pay decisions. So for those decisions, you would still need another source.

If you run Workday or SAP SuccessFactors, look at what your own HR system’s skills tool already does. Do that before you add Beamery. You would need that tool switched on anyway to get Beamery’s skills and levels. Its Workday link needs Workday Skills Cloud. Its SAP link needs SAP Talent Intelligence Hub. SAP’s AI for suggesting skills, such as picking them out of a CV, needs a separately purchased AI units licence.

Buying nothing is a real option too. Start by counting how many job descriptions you actually have. Flex started with more than 1,200 job descriptions. If you have only a few dozen, turning them into roles by hand is a much smaller task. Your own team does the upkeep either way. Our guide to skills intelligence software sets out which HR decisions need each person’s own skills. It also shows which can run on roles alone.

Sources and method Every fact about Beamery here comes from Beamery’s own website, help centre, release notes, customer stories, standard contract and data processing agreement, and from the UK company’s record and accounts at Companies House. It also comes from the outside sources listed here. All of them were read on 14 September 2026. What Beamery publishes about its own product is taken as its description of that product. Facts about TechWolf, Microsoft and SAP come from the last six sources listed, each with the date it was checked.