Beamery

Beamery takes your job descriptions, turns them into a smaller set of roles with the skills and levels each one needs, and sends those skills and levels onto the matching job profiles in Workday or SAP SuccessFactors, in weeks where the same work by hand was estimated at months. Each person’s skills in Beamery come from their job title, their CV, your recruiting system or someone entering them. Beamery does not publish a price.

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

A fast way to rebuild your roles around skills and send them to Workday or SAP, with each person’s skills drawn from job titles, CVs and your recruiting system.

Buy it if

You are a large employer on Workday or SAP SuccessFactors, you have hundreds of job descriptions to turn into a smaller set of roles with skills and levels, and your recruiters will hire against those same roles.

Do not buy it if

You want each employee’s skills to reflect the work they do, or you need a skill level for each person rather than for each role.

Price

Not published. Under Beamery’s standard contract, fees are fixed for the term, invoiced yearly and non-refundable, and you can leave early only for cause.

How it works

What it does for your roles and your people

Beamery’s strength is describing roles: you give it your job descriptions and any career frameworks you have, and its AI drafts a set of roles, each with the skills it needs, whether each skill is a must-have, and the level required, on labels such as Intermediate and Experienced. New roles arrive marked Pending and need reviewing before they are used in Vacancy Calibration, one of its recruiting tools, or in Talent Portals. In its SAP set-up, your team approves the skills and the levels, so what the AI produces is a draft for your own people to check.

Once the roles are finished, their skills go into your HR system. For Workday, Beamery sends each skill, its level and its must-have flag onto job profiles that already exist there, and Workday Skills Cloud, Workday’s own skills module, has to be switched on. For SAP SuccessFactors, it sends each level as a number from 1 to 5 into Job Profile Builder, and SAP Talent Intelligence Hub, SAP’s skills module, has to be enabled.

For people, the skills come from five places: Beamery AI, which works skills out from the person’s main job title; a CV reader, which picks out skills a CV states or implies; a browser add-on that reads attached PDFs; your recruiting system; and somebody typing them in. Those five sources are set out for candidate profiles. Employees sit in the same database, and Beamery can pull employee records, including their skills, from Workday with read-only access, so ask Beamery which of the five apply to your employees. Beamery does not scrape data from LinkedIn, so it does not copy skills from people’s LinkedIn profiles on its own.

Beamery AI was trained on millions of anonymised, publicly available records to find the skills most commonly associated with jobs in more than 100 industries, and it looks only at the relationship between a job title and skills, so two people with the same title get the same suggestions from it. Recruiters are advised to rely mainly on the skills the software works out and to treat the skills candidates declare as open to interpretation, and since July 2026 a search option can set the worked-out skills aside and match only declared skills, for when a skill is a firm requirement.

Beamery also sells Task Intelligence, which gives “real-time visibility into how work gets done”, and an assistant, Ray, that recommends skills “beyond job titles”, with models tuned to your company data.

So Beamery does its heaviest lifting on roles: a drafted set of roles with skills and levels, which your team checks and sends to Workday or SAP. For each person, it holds skills drawn mainly from their title, their CV and your recruiting system.

Its figures

What its figures measure

Most of Beamery’s figures are about building roles, and each one measures something specific.

Up to 90% on first reviewSkills mapped onto roles

Beamery puts its skills at up to 90% on first review, and its February 2025 launch ties the figure to mapping skills onto job architectures, that is, onto roles. The same launch says Beamery matches the leading skills software on the market and is more precise. The figure measures how well Beamery drafts the skills for roles, so if your decision is about individual people, ask for the equivalent figure for the skills it records against each employee.

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

The software worked out the skills and responsibilities for the company’s customer service roles, and people reviewed the results. On first review, the average relevance scores were 90% for the skills, 86% for how each skill was prioritised and 73% for the level each role needs. Levels scored lowest, and they are also the part your own team sets and approves, so if you plan to use levels in pay bands or succession plans, budget for someone to check them role by role.

1 day to a usable skills frameworkPilot customers

Pilot customers had a working framework set up in less than a day, and the finished roles took weeks. Flex took 17 days from gathering its data to delivering its critical job profiles, and under four weeks to define the skills for 40 roles, against an estimated four to six months by hand, and the tech company describes work that might have taken months to a year taking a matter of weeks. When you plan your team’s time, use the weeks the finished roles took.

467% return over three yearsForrester study, commissioned by Beamery

Beamery commissioned the study in 2023 for Beamery Talent Lifecycle Management, and Forrester based it on interviews with one client organisation. It came before February 2025, when Beamery launched the features that build roles from job descriptions, so it measures the return on Beamery’s earlier product rather than on those features.

32,000+ distinct skillsBeamery skills library

The library also holds more than 200,000 other names for those skills, to cut down on duplicates when the same skill is written in different ways. It keeps changing underneath the roles you build: one major revision added 859 skills, updated 2,361, merged 610 and removed or retired 7, and reached Work Architecture, Beamery’s role-building product, in August 2026, and its CRM, the database that holds candidates and employees, in September. Ask what a change of that size does to roles your team has already approved.

Limits

Where it stops

Each person’s skills follow their title and their records

Beamery AI looks only at the job title, so it adds the skills people with that title usually have, and the other sources are a person’s CV, your recruiting system and what somebody enters. If you want skills that show up in people’s work but in no title, CV or HR record, ask Beamery to show you a customer where Task Intelligence does that.

You need to know how good someone is

Skill levels sit on roles, and your team sets and approves the level each role needs. Beamery’s AI does not test or assess people’s skills. The tech company expects its leaders to “be able to” assess aggregated employee skills proficiency by region or line of business, which is a view across groups of people rather than a level for each person. For a pay or promotion decision about a named employee, you would need another source.

You want the roles to keep themselves current

Beamery’s AI does not yet watch your job families and roles to flag when they need updating, or recommend changes to them, though Beamery plans both. Until that arrives, keeping roles current is work for someone on your team, while the skills library underneath them keeps changing.

The company has changed at the top

Beamery’s founder-directors, Abakar and Murad Saidov, left the board of its UK company on 22 September 2025, and four new directors joined that day. Two of those four left on 13 April 2026, which leaves Has Dosanjh and Emmanuel Walter as the UK company’s directors. UNLEASH, an HR trade publication, called Has Dosanjh chief executive in November 2025, so ask Beamery who holds the role today.

Beamery’s UK accounts for the year to 31 January 2025 give a mixed picture, and they cover only the UK group rather than Beamery’s worldwide business. The group’s loss after tax narrowed to £5,358,069 from £10,868,957, its subscription revenue rose to £7,804,967 from £6,316,220, and its bank loans were repaid in full. Over the same year, the money it owed its US parent, Beamery Inc., rose to £12,529,008 from £6,096,697, and the parent can ask for that money back at any time. Its auditor, Grant Thornton, found no material uncertainty about the group continuing for at least twelve months, and the directors’ view that the group can keep going rests on the US parent intending to support it for at least twelve months from October 2025. The average number of research and development staff, the people who build the product, fell from 92 to 71 over the year, and a cost-cutting programme, which the accounts call cost optimisation, came after the year ended.

None of this says Beamery is in trouble, but it does mean the supplier behind a fixed, non-refundable contract has been cutting costs and changing its leadership, which is a reason to raise both before you sign. The next set of accounts is due by 31 October 2026, so if you sign after that date, read those first.

Fit

When it is the right purchase

You have hundreds of job descriptions and no clean set of roles

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

You run Workday or SAP SuccessFactors and want your job profiles to carry the skills

Each role’s skills and levels go onto job profiles in your HR system, so the result does not live only in Beamery. On Workday it fills profiles that already exist rather than creating new ones, so those 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.

Your recruiters will hire against the same roles

Approved roles are the ones ready for Beamery’s Vacancy Calibration and Talent Portals, and skills make up 30% of its Talent Match score for candidates, the same weight as job title. An outside firm, Warden AI, checks that matching for bias every month and publishes reports under New York City’s Local Law 144 and the EU AI Act, and its audit on 2 September 2026 rated all 58 results Clear. The audit covers fairness in the matching rather than whether the skills themselves are right. Poor matches usually come from low-quality data, and responsibility for how you use the matching sits with you rather than with Beamery.

You have to show where every skill came from

Every skill in Beamery records where it came from, such as the HR system, the recruiting system or a job description, and every change to a role’s skills goes into a history log. Beamery’s AI never overrides or deletes a skill and only ever adds one, and Beamery holds ISO 42001 certification, the international standard for how an organisation manages AI. If a works council or an auditor asks how a skill reached a record, you can show them its source and, for a role, the history of changes to it.

Money

What it costs and what you sign

Beamery sets no minimum company size and describes itself as a platform for enterprise organisations, and its named customers include Wells Fargo at more than 225,000 employees, Flex at more than 140,000 and Sellafield at more than 10,000. DraftKings, in the 1,001 to 5,000 employee band, uses Beamery’s recruiting tools rather than its skills framework, so ask for a customer nearer your size that uses it for skills.

There is no public contract price to set a quote against. Vendr, a software-buying site, shows a median of $76,797 a year for Beamery, with a low of $24,717 and a high of $204,153, on a page titled for 2025. That page files Beamery under customer relationship management software and names the product as Beamery Talent Lifecycle Management, so it is a figure for that product rather than a price for the skills features.

What you commit to is set out in Beamery’s standard online contract, dated February 2026, which fixes fees for the term of each order, invoices them at the start and yearly after that, and makes them non-refundable unless stated otherwise. Customers usually pay a year upfront. The contract has no clause letting you leave early because you would rather not continue, and none that renews it automatically. You can end it for cause: if Beamery materially breaches it and does not put that right within 30 days, or if Beamery has an administrator or receiver appointed. If you end it over an unremedied breach, Beamery refunds what you prepaid for the rest of the term, pro rata. Otherwise, when the contract ends, you pay whatever fees remain for the term.

Because the standard contract lets you leave early only for cause, a change of leadership or a round of cost cuts at Beamery during your term does not give you a way out. Ask what your own order can change, since the contract lets an order set different invoicing terms.

The contract is clear about getting your data out: you can download it as a spreadsheet file (CSV) at any time during the contract and ask for a copy at the end. Beamery then deletes it from its live systems within 30 days and from backups within a further 90 days, and will certify that personal data has been deleted if you ask in writing. People’s records, including their skills, can be exported in bulk from Beamery’s CRM. Ask whether your roles, levels, must-have flags and change history come out too, and get the answer in writing.

There is a second route to this. The same job, built on the systems you already run, is usually a narrower piece of work, and we have mapped what that version looks like. See it as an agent

Before you sign

Questions to put to Beamery

  1. For our employees rather than job candidates, where will each person’s skills come from, and can we stop the software working out skills from job titles?
  2. When should our recruiters use the skills your software works out, and when should they use the search that matches only the skills candidates have declared?
  3. Which of our work tools does Task Intelligence read, and which customers use it to add skills to people’s profiles today?
  4. Your website quotes up to 90% on first review. Was that measured on roles or on individual people, across how many customers, and who did the checking?
  5. Show us one employee’s level in one skill, and tell us where that level came from and who set it.
  6. Your case study scored levels at 73% on first review. How much of our team’s time should we plan for correcting levels across all our roles?
  7. Which company would we sign with, who is your chief executive today, and what did the board changes and the cost-cutting programme mean for the people who build and support the product?
  8. Can we buy the skills framework without the recruiting database, what would it cost at our headcount, and can you name a customer close to our size that uses it for skills?
  9. When we leave, does the export include our roles, levels, must-have flags, change history and the skills your software worked out, or only people’s records?
  10. If we change skills on a Workday job profile after you have sent them, which system wins?
Other options

Alternatives to Beamery, including buying nothing

The alternatives to Beamery are TechWolf and Microsoft People Skills for skills drawn from people’s work, the skills modules Beamery itself writes into, Workday Skills Cloud and SAP Talent Intelligence Hub, and turning job descriptions into roles by hand, with nothing to buy.

If what you need is skills drawn from each person’s work, compare Beamery with the two products our guide to skills intelligence software names as built for that. TechWolf does not publish a price, and the smallest customer it names in a case study has about 5,000 people, so if your company is well below that size, ask TechWolf early whether it works with companies like yours. Microsoft People Skills works from Microsoft 365 only and costs $0 extra, so far, on top of a Copilot or Viva licence, so if you already hold one of those licences you can look at it without a new purchase. 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 HR system’s own skills module does before you add Beamery on top. You would need that module switched on to receive Beamery’s skills and levels in any case, because its Workday link requires Workday Skills Cloud and its SAP link requires SAP Talent Intelligence Hub. On SAP, ask for a price on the AI as well, because SAP’s own 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, and the first thing to check is how many job descriptions you have. If you have a few dozen rather than the 1,200-plus Flex started with, turning them into roles by hand is a much smaller task, and the upkeep falls to your team whichever way you build them. Our guide to skills intelligence software explains which HR decisions depend on knowing each person’s skills and 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, from the UK company’s record and accounts at Companies House, and from the outside sources named below. 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.