Neobrain

Neobrain is a French platform for skills, careers and performance reviews. Its AI tool, Lexi, drafts the skills each job needs from your own documents and public job databases, and each person’s level comes from their own rating and a manager’s sign-off, with AI suggesting further skills from CVs, career histories and LinkedIn profiles. Neobrain does not publish a price, and Lexi has a free plan capped by the number of jobs.

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

A French skills, careers and performance platform whose AI drafts your job and skills framework, with each person’s level set by their own rating and a manager’s sign-off.

Buy it if

You have job descriptions but no skills framework, you are content for employees to rate themselves with a manager’s sign-off, you want your HR data hosted in France, and you have seen the supplier’s latest accounts and know who owns it.

Do not buy it if

You want skills worked out from the work people do rather than from ratings, most of your workforce is frontline, or your purchasing rules require a published price, an independent security certification or a supplier with settled finances.

Price

Not published for the platform or for the paid plan of Lexi, its framework tool. Lexi’s free plan is capped by the number of jobs, so a free trial covers part of your organisation rather than all of it.

Jobs and people

What it does, and where skills and levels come from

Neobrain sells one platform for skills, careers and performance. Its skills product builds a framework, adds skills to each employee’s profile and runs 360-degree assessments, alongside a talent marketplace and a performance product, and it works with partners such as Coursera and Edflex for learning content.

The skills each job needs are drafted by software. Lexi, Neobrain’s framework tool, reads your organisation charts and job descriptions, adds material from the French and international job databases ROME, ESCO and O*NET, and generates the activities and skills for each job. Your HR team then checks the draft, and employees take no part at this stage. Neobrain also sells a Fast Track rollout of three to four weeks, in which you send your list of jobs and it generates the skills, and Lexi builds in good practice for workforce planning, known in France as GEPP.

Each person’s skill level is set by people. In Neobrain’s method this step “is fundamentally human. It involves employee self-assessment and managerial validation.” AI helps collect and process the ratings without replacing judgement, and Neobrain treats the step as one that cannot be skipped. Employees rate themselves on a four-point scale, chosen to avoid less meaningful middle ratings, and assessments from managers and colleagues can be added so the employee has a second opinion.

Neobrain’s AI also suggests skills a person has from their CV, career history and LinkedIn profile, and that AI goes “beyond self-declared data to reveal implicit capabilities”. Each suggestion goes to the employee, HR and managers to accept or reject, and a new skill joins your framework only if the people in charge of it approve the addition. An assistant called Oria, which runs in Microsoft Teams, gathers feedback from managers and colleagues during everyday work and turns it into development areas for each person, and technical skills can be tested through CodinGame, a coding-test service, with the results going back into Neobrain beside the self-ratings.

At PwC in the United States and Mexico, more than 75,000 people, Neobrain inferred employees’ skills from their job histories, business lines and interests, so that PwC could launch an internal talent marketplace without waiting for a skills inventory. More than 35,000 employees have visited the marketplace, and 10,000 use it each month.

Lexi is one of the agents in Neobrain’s newer NeoAgents app. To add your employees, the app needs only an employee ID, a payroll job title and a hire date. It attaches each employee to a job, shows how sure it is of each match, lets your team confirm matches by hand, and sets the level of skill each job requires. It has no self-assessment feature, so trying Lexi shows you a job framework rather than how a rating round with your people would go.

Neobrain, in other words, drafts your framework with AI and builds each person’s profile from their own rating, a manager’s sign-off and the skills its AI suggests, and where ratings are not the starting point, as at PwC, it can infer skills from HR records instead.

Its figures

What its figures measure

Neobrain publishes a handful of figures, and each one measures a single step or a single customer’s result.

30 minutes a job instead of five hoursChecking a job Lexi has drafted

Checking a job Lexi has drafted takes your HR team 30 minutes, instead of five hours. The figure covers the drafting of jobs, a step in which employees take no part.

€13,000 to €32,000 for a frameworkNeobrain’s cost calculator

Neobrain’s calculator puts a framework built with Lexi at €13,000 to €32,000, against €50,000 to €100,000, 4 to 18 months and 500 to 5,000 hours of your staff’s time with a consulting firm. These are project costs for building a framework rather than Neobrain’s licence price.

50% more internal mobility in eight monthsNatixis

Natixis raised internal mobility by 50% within eight months of rollout. Its story gives two sizes, 2,500 people and 10,800 employees who have used the solution since 2021, so ask which of the two the figure covers.

60% of positions filled internallyBPCE, first part of the group to go live

In the first part of the BPCE group to go live, 60% of positions are now filled internally. The figure measures internal hiring in that part of the group rather than across all of BPCE.

80% accuracy after four interactionsActive Learning technology

Neobrain’s Active Learning technology detects skill, job and training suggestions with 80% accuracy after four interactions with the user. Ask how that was measured, and on whose data, before it goes into your business case.

Fit

When Neobrain is a sensible choice

You have job descriptions but no skills framework

Lexi drafts a framework from your own documents and public job databases, so your HR team corrects a draft instead of starting from a blank sheet. A framework you already have can also be imported and checked.

You would rather people rate their skills than have software score them

The method comes with guidance, including where self-ratings go wrong, and the platform adds manager validation, colleagues’ assessments, questionnaires and technical tests to the self-rating. That suits an organisation where levels set by software would not be accepted.

You want to try it before talking to a salesperson

Lexi offers free access to all its features, with no commitment and no bank card, and a first concrete result in ten minutes without a sales demo. The free plan caps the number of jobs, so plan a trial on one part of the organisation.

You want a reference customer your size

Several customers named in Neobrain’s case studies have between 550 and 3,688 people: Amicio, which Neobrain calls a small or medium-sized business, at 550; Sogeclair at 1,300; Sage’s French subsidiary, where the rollout covered 1,500 employees over seven months; Promod at 2,400; and SNCF Gares & Connexions at 3,688. Some case studies give the size of a whole group rather than of the part using Neobrain, as the Bosch story does when it gives 401,000 people for a story about one factory, so ask how many people each rollout covered.

Your HR data has to stay in France

Customer data is hosted in France by OVH, a French cloud-hosting company, and is never transferred outside the EU, and what Neobrain’s AI agents produce is based only on your own data and never reused or mixed with other customers’ data. Ask whether that covers the newer NeoAgents app as well.

You want skills, careers and performance from one supplier

Neobrain sells skills, a talent marketplace and performance reviews as one platform, with feedback gathered inside Microsoft Teams. It bought WiserSKILLS for strategic workforce planning in 2022, and the American company Flashbrand in 2023, which added a mobile app and continuous performance tracking.

Limits

Where it stops, and the company behind it

A skills platform ends up holding years of your people’s ratings, so the company behind it matters as much as the software. Neobrain was set up in Paris in December 2017. In March 2022 its Series A brought in €20 million from Alter Equity, Crédit Mutuel Innovation and XAnge via La Poste Ventures, alongside its earlier investor Breega, and during that year its team grew from 30 people to 140. The French government’s company register puts its salaried headcount for 2023 at 50 to 99, and Neobrain now puts its team at more than 50. Its leadership and funding have changed since early 2025.

March 2025Legal announcement, registered 20 May 2025

Shareholders appointed ATLAYS as Neobrain’s managing director. ATLAYS is a Paris firm that has supplied part-time company directors since 2002, and offers a team of experts to carry out a company turnaround.

December 2025Centre Inffo, 19 December 2025

Centre Inffo, a French organisation that reports on vocational training, reported that after 18 months of restructuring, Neobrain showed a positive EBITDA (earnings before interest, tax, depreciation and amortisation) and a positive net result in June 2025. It had closed its offices abroad, now handles client relationships directly, and earns nearly half its revenue in the United States. The founder told Centre Inffo that Neobrain could fund its investments from its own resources.

January 2026Legal announcement, registered 21 February 2026

Shareholders made ATLAYS president in place of Paul Courtaud, who had been president since July 2020.

April 2026Legal announcement and notice in BODACC, the official bulletin

Following a shareholders’ meeting on 7 April, the share capital was cut to zero and then increased in cash to €1,000,000.

July 2026Legal announcements and BODACC notice

On 3 July, after the company had lost half its equity, shareholders voted not to dissolve it. On 23 July the share capital was cut to zero again and increased in cash by €575,000.

August 2026BODACC notice; societe.com

Accounts for 2025 were filed, and the summary of them on societe.com, a French company-information website, shows a net loss of €5,206,000 for the year and negative EBITDA of €8,762,000.

Neobrain is listed as active, and none of its official legal notices is an insolvency proceeding. Its 2022 accounts, filed as partly confidential, show a net loss of €5,208,315. The notices do not name who put in the new capital in 2026, and the shareholder list is not public, so before the demo, ask who owns Neobrain now, ask for its recent accounts, and ask how many customers use it today.

Beyond the company, the product has limits of its own.

Skills from the work people produce

Neobrain’s skills come from job documents, CVs, career histories, LinkedIn profiles, HR records, feedback and people’s ratings. If you want skills evidenced by code, support tickets, sales records or chat, ask Neobrain to show you a customer where that happens, and for each person’s level, plan on a self-rating round with manager sign-off.

Most of your people work on the frontline

Frontline workers, such as technicians, operators and site-based staff, rarely use the HR system and do not fill in self-assessments, so a method built on self-assessment leaves them out unless you plan around it. Neobrain’s tools were first built mainly for office staff, and it now has an offer for field jobs in industry and construction with a significant certification component, so ask what that offer involves before you count on it for your frontline staff.

You need skill levels you can use without checking them

Self-assessment is subjective by nature: people overrate or underrate their own skills depending on their surroundings and how they see themselves. Levels also depend on people taking part: at Sage France, 72% of employees had completed their self-assessment by the end of the rollout, which left more than a quarter without one. Budget for managers’ time to review ratings and for running the round again as skills change.

You need a documented way to get your data out

Documentation for connecting other systems to Neobrain is not public. What does exist is export: Lexi exports to PDF and Excel and connects to an HR system, the NeoAgents app offers downloads in CSV and Excel spreadsheet formats, and each individual can receive their own data in a machine-readable format. Ask how a full export of every employee’s ratings, with who confirmed each one and when, would be delivered, and write the answer into the contract.

Your security review wants an outside certificate

Neobrain’s security audits are carried out internally by its own experts, and it names no outside certification such as ISO 27001, the international standard for information security, or a SOC 2 report, an independent audit of security controls. If your purchasing rules require one, raise it at the start.

Other companies may handle data in the NeoAgents app

The NeoAgents app is built with Lovable, an app-building platform, and its automatic matching of employees to jobs draws on a Lovable AI account. Before any employee data goes into that app, ask which outside companies process it and whether any of it leaves the EU.

Money

What it costs, who it is for, and getting out

Neobrain does not publish a price for its platform or for Lexi’s paid plan. Lexi’s free plan gives access to all features, with no commitment and no bank card, and a cap on the number of jobs across all your frameworks, which the paid plan removes.

Neobrain’s skills, talent marketplace, performance and Talent Planner pages call it “the preferred solution for companies with 1,000+ employees”, and it also offers versions adapted to small and mid-sized companies. Ask for the minimum contract at your size before you plan around it.

If you leave Neobrain, most of the cost lies in the ratings rather than the framework. Lexi exports frameworks to PDF and Excel, so your job and skills framework can leave with you. The expensive part to repeat is the self-rating round and the manager sign-off, the step Neobrain treats as one that cannot be skipped. Unless every rating, and who confirmed it, comes out with you, a move to another system means asking your people and their managers to do that work again.

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 the demo

What to ask Neobrain

  1. Who owns Neobrain now? The share capital was cut to zero and reissued in April and again in July 2026. Who put in the new money, who at ATLAYS runs the company day to day, and will you send us the accounts for 2023, 2024 and 2025?
  2. Shareholders voted in July 2026 on whether to dissolve the company after it lost half its equity, and the 2025 accounts show a net loss of €5,206,000. How is Neobrain funded today, and how many months of cash do you have?
  3. Would our rollout infer skills from HR records, as PwC’s did, or start from self-assessment and manager sign-off? Show us, for one employee, where each skill and each level on their profile came from.
  4. For two reference customers of our size, what share of employees have a level confirmed by a manager rather than only a self-rating, and how old is the average rating? At Sage France, where 72% of employees completed their self-assessment, what share of those self-ratings did managers go on to confirm?
  5. What does Lexi’s paid plan cost, how many jobs does the free plan allow, how is the full platform priced for our headcount and the modules we need, and what share of a framework’s creation cost should we budget each year for upkeep?
  6. Which outside companies, including Lovable, process our employee data in the NeoAgents app? Does any of that data leave the EU, and which independent security certifications do you hold?
  7. How do frontline staff get a skill level if they rarely use the HR system and do not fill in self-assessments? What does your certification offer for field jobs involve?
  8. Can we export every employee’s ratings, who confirmed each one and when, together with the full framework, in a documented format? Is there documentation for connecting our systems that we can read before we sign?
  9. What is the minimum contract for a company of our size, and how many people did the rollout cover at each reference of our size?
  10. Your Active Learning technology detects suggestions with 80% accuracy after four interactions with the user. How was that measured, and on whose data?
Other options

Alternatives to Neobrain, including buying nothing

The closest alternatives to Neobrain are Microsoft People Skills and TechWolf, which work skills out rather than asking people to rate them, and the skills features in an HR suite you already run, such as SAP Talent Intelligence Hub. You can also test Neobrain’s method with a spreadsheet before buying anything.

You can test whether this approach works for you without paying anything. Lexi’s free plan gives you access to all its features for a limited number of jobs, and Lexi exports to PDF and Excel. Draft the framework for one department, then run one self-rating round with manager sign-off in a spreadsheet. Neobrain’s method rests on that step, so you will learn whether your managers take part before you sign anything.

If you want skills worked out rather than rated, two other products in our guide do that. Microsoft People Skills works out skills from what people do in Microsoft 365 only, and it costs $0 extra, so far, on top of a Copilot or Viva licence. Microsoft says it is not designed for promotion or pay decisions, and its People Skills documentation does not describe any skill levels. Where Neobrain asks employees to rate themselves on a four-point scale, TechWolf uses a scale for skill levels with five steps by default, which can be changed to anywhere from three to eight. Like Neobrain, TechWolf does not publish a price, so you would be working from a quote with either. 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 for a reference nearer your own.

If you already run an HR suite, find out what its own skills features cover before adding a second place for skills to live. On SAP SuccessFactors, working out skills automatically needs a separately purchased AI units licence.

Our guide to skills intelligence software compares the other products that ask people to rate their skills with the ones that work skills out from the work itself, and explains which kind suits the problem you are buying for.

Sources and method

Everything said about Neobrain comes from Neobrain’s own website, guides, customer stories and NeoAgents app; from the French government company register, the official bulletin of legal notices (BODACC) and the financial ratios the French Ministry of the Economy publishes from filed accounts; from legal announcements and a summary of accounts reproduced on societe.com; from ATLAYS’s own website; from articles in Maddyness, Centre Inffo and IT Social; and from Neobrain’s listing on Capterra France. All of it was read on 14 September 2026. What Neobrain publishes about its own product is taken as its description of that product. Facts about Microsoft People Skills, TechWolf and SAP were checked for the rest of our guide to skills intelligence software, and each is listed below with its source and the date it was checked.

French public records
Press, ATLAYS and review sites
Neobrain website
Neobrain guides and articles
Neobrain customer stories
NeoAgents app
Microsoft People Skills, TechWolf and SAP