Neobrain

Neobrain is a French platform for skills, careers and performance. Its AI, Lexi, drafts a skills framework from your documents and public job databases. Each person then rates their own level, and a manager signs off on it. Neobrain sells by quote, and its free plan caps the number of jobs. Twice in 2026, the company wiped out its share capital and raised new money. It also changed its president.

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

The main risk is the company itself. Twice in 2026, it wiped out its share capital and raised new money.

Buy it if

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

Do not buy it if

You want skill levels worked out automatically, not scored by staff. Most of your staff work on the frontline. Or your purchasing rules need a published price, an outside security certificate, or a supplier with settled finances.

Price

Neobrain sells by quote, for both the platform and Lexi’s paid plan. Lexi is its framework tool. Its free plan caps the number of jobs. So a free trial covers only part of your organisation, not all of it.

Its AI drafts the framework, and people set each skill level

Neobrain’s skills product builds a job and skills framework. That framework lists the skills each job in your company needs. It adds those skills to each employee’s profile. It also runs assessments that gather feedback from managers and colleagues. A person’s profile is not built from their own view alone. Neobrain also sells an internal-jobs marketplace and a performance-review product. The marketplace is where employees apply to move into other jobs inside the company. For learning content, Neobrain works with partners such as Coursera and Edflex. So Neobrain becomes one place to see what a job needs and how someone is doing against it.

Lexi, Neobrain’s framework tool, reads your organisation charts and job descriptions to see what jobs exist. It adds material from three job databases. These are ROME, a French database, and the international databases ESCO and O*NET, which list skills common to many jobs. From this, it drafts the tasks and skills for each job in your company. Your HR team then reviews that draft. Employees take no part at this stage, since the framework describes the job itself, not the person doing it. Neobrain also sells a faster rollout, called Fast Track, which takes three to four weeks. You send your list of jobs, and it drafts the skills for you.

In Neobrain’s method, people set each person’s skill level. This is different from a tool that works skills out automatically from what someone does at work. Neobrain says this step “is fundamentally human. It involves employee self-assessment and managerial validation.” AI helps collect and process the ratings, but it does not replace human judgement. Neobrain treats this step as one you cannot skip. Employees rate themselves on a scale of four points, chosen on purpose to avoid vague middle ratings. Managers and colleagues can add their own assessment too, so the employee’s rating is not the only view on file.

Neobrain’s AI also suggests skills a person may have, drawn from their CV, career history and LinkedIn profile. It can do this even where nobody has typed those skills in. Neobrain says this AI goes “beyond self-declared data to reveal implicit capabilities”. Each suggestion goes to the employee, HR and the manager, who can accept or reject it. A new skill only joins the framework once they approve it. An assistant called Oria runs inside Microsoft Teams, the chat tool many companies already use for daily work. It gathers feedback from managers and colleagues during everyday work, and turns that into development areas for each person. Technical skills can also be tested through CodinGame, an outside coding-test service. Those results go back into Neobrain, next to the self-ratings.

PwC worked differently. At PwC in the United States and Mexico, more than 75,000 people, Neobrain worked out employees’ skills for them. It did this rather than asking each person to rate themselves first. It used their job histories, business lines and interests instead. This let PwC launch an internal-jobs marketplace straight away, without waiting to collect a full skills inventory through self-ratings. More than 35,000 employees have visited that marketplace, and 10,000 use it each month.

Lexi is one of several AI helpers, called “agents”, inside Neobrain’s newer app, NeoAgents. To add your employees, the app needs only three things. It needs an employee ID, a job title from payroll and a hire date. It matches each employee to a job. It shows how confident it is about each match, rather than presenting every match as certain. Your team can review and confirm matches by hand. It also sets the skill level each job requires. The NeoAgents app has no self-assessment feature, so it works out what a job needs, not what a person has. Treat a NeoAgents demo as a preview of the framework, not the full rollout.

Neobrain’s figures cover single steps or single customers

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

Reviewing a job that Lexi has drafted takes your HR team 30 minutes. Without Lexi, the same review takes five hours.

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

Neobrain’s own calculator puts a framework built with Lexi at €13,000 to €32,000. It compares that with hiring a consulting firm instead. A consulting firm costs €50,000 to €100,000. It takes 4 to 18 months. It uses 500 to 5,000 hours of your staff’s time. These are the costs of building a framework, not Neobrain’s licence price.

50% more internal mobility in eight monthsNatixis

Natixis raised internal mobility by 50% within eight months of using Neobrain. Its own story gives two different rollout sizes. One version says 2,500 people. Another says 10,800 employees have used the tool since 2021.

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

At the first part of the BPCE group to go live, 60% of positions are filled from inside the company. The figure covers only that part of BPCE, not the whole group.

80% accuracy after four interactionsActive Learning technology

Neobrain calls this its Active Learning technology. It suggests skills, jobs and training. Neobrain says these suggestions are 80% accurate after four interactions with a user. Get how that was measured, and on whose data, before it goes into a business case.

It suits companies drafting a framework who want self-rating

You have job descriptions but no skills framework

Lexi gives your HR team a draft to correct. Neobrain can also import an existing framework and review it for you.

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

Neobrain’s method comes with guidance on where self-ratings go wrong. The platform also adds a manager’s sign-off, feedback from colleagues, questionnaires and technical tests. This suits a company where staff would not accept a skill level set only by software.

You want to try it before talking to a salesperson

Lexi gives you free access to all its features. There is no commitment and no bank card needed. Neobrain says you get a real result within ten minutes, with no sales demo. The free plan caps the number of jobs. Plan your trial on one part of the company.

You want a reference customer your size

Several of Neobrain’s case studies give a company size. Amicio has 550 people, which Neobrain calls a small or medium-sized business. Sogeclair has 1,300. At Sage’s French arm, the rollout covered 1,500 employees over seven months. Promod has 2,400, and SNCF Gares & Connexions has 3,688. These customers range from 550 to 3,688 people. Bosch’s case study gives a size of 401,000, but that story covers one factory only. Some case studies give the size of a whole group, not the part that actually uses Neobrain.

Your HR data has to stay in France

Customer data is hosted in France, by a French cloud host called OVH. Neobrain says it never moves data outside the EU. What Neobrain’s AI produces is based only on your own data. Neobrain says that data is never reused, or mixed with other customers’ data. Confirm whether that covers the newer NeoAgents app too.

You want skills, careers and performance from one supplier

Neobrain sells skills, an internal-jobs marketplace and performance reviews as one platform. Feedback is gathered inside Microsoft Teams. In 2022, it bought a company called WiserSKILLS, for workforce planning. In 2023, it bought an American company called Flashbrand. That added a mobile app and ongoing performance tracking.

The company’s finances are the main risk, then the product’s limits

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, it raised a Series A round of €20 million. The money came from Alter Equity, Crédit Mutuel Innovation, XAnge, through La Poste Ventures, and its earlier investor Breega. That year, its team grew from 30 people to 140. The French government’s register puts its 2023 headcount at 50 to 99 people. Neobrain now says its team is more than 50. Its leadership and funding have both 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. It offers a team of experts for company turnarounds.

December 2025Centre Inffo, 19 December 2025

Centre Inffo covers French training news. It reported that Neobrain showed a positive EBITDA and a positive net result in June 2025. That came after 18 months of restructuring. EBITDA is a common measure of operating profit. Neobrain had closed its offices abroad and now deals with clients directly. It earns nearly half its money in the United States. Its founder said Neobrain could fund its own growth itself.

January 2026Legal announcement, registered 21 February 2026

Shareholders made ATLAYS the company president. It replaced Paul Courtaud. He had held that role since July 2020.

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

After a shareholders’ meeting on 7 April, the company cut its share capital to zero. Share capital is the money owners have put in. It then rebuilt that, in cash, to €1,000,000.

July 2026Legal announcements and BODACC notice

On 3 July, after the company lost half its capital, shareholders voted not to close it down. On 23 July, its share capital was cut to zero again, then rebuilt, in cash, by €575,000.

August 2026BODACC notice; societe.com

Neobrain filed its accounts for 2025. A summary on societe.com, a French company-information website, shows a net loss of €5,206,000 for the year. It also shows a negative EBITDA of €8,762,000.

Neobrain is listed as active. None of its legal notices is an insolvency proceeding. That means none of them says it cannot pay its debts. 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 money in 2026. The shareholder list is not public.

Skills come from documents and ratings, not people’s work

Neobrain’s skills come from job documents, CVs, career histories, LinkedIn profiles, HR records and people’s own ratings. They do not come from what people actually produce, such as code, support tickets, sales records or chat.

Frontline workers rarely use the HR system or self-assess

Frontline workers, such as technicians and site-based staff, rarely use the HR system. They also rarely fill in self-assessments. This method leaves them out unless you plan around it. Neobrain’s tools were first built for office staff. It now has a separate offer for field jobs in industry and construction, with a significant certification part.

Self-ratings are subjective, and some people never finish one

Self-ratings are subjective. People can rate their own skills higher or lower, depending on their surroundings and how they see themselves. At Sage France, 72% finished their self-assessment by the end of the rollout. More than a quarter were left without a rating. Budget time for managers to review ratings and repeat the round as skills change.

Lexi exports to PDF and Excel, and NeoAgents to CSV

Lexi exports to PDF and Excel, and connects to an HR system. The NeoAgents app exports to CSV or Excel. Each employee can also get their own data. Documentation for connecting other systems to Neobrain is not public. Request that documentation before you sign.

Neobrain’s own staff run its security audits

It names no outside security certificate, such as ISO 27001. It names no independent SOC 2 audit report either. If your purchasing rules need one, say so before you sign.

Other companies may handle data inside the NeoAgents app

The NeoAgents app is built using Lovable, an outside app-building platform. Its automatic matching of employees to jobs also runs on a Lovable AI account.

Neobrain sells by quote, and Lexi’s free plan caps the jobs

Lexi’s free plan caps the number of jobs across all your frameworks. The paid plan removes that cap.

Several of Neobrain’s product pages call it the preferred solution for companies with 1,000 or more employees. Those pages cover skills, internal jobs, performance and Talent Planner. Neobrain also says it offers versions built for small and mid-sized companies.

Leaving costs you the ratings, not the framework. Your framework can leave with you as a PDF or Excel file. The expensive part to repeat is the self-rating round and the manager’s sign-off. That is the step Neobrain treats as one you cannot skip. Moving to another system is expensive unless every rating comes out with you too. That export also needs to show who confirmed each rating.

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 Neobrain before you sign?

  1. Who owns Neobrain now, and who at ATLAYS runs it day to day? Please send us the accounts for 2023, 2024 and 2025, and tell us how many customers use it today. Good answer: A named owner, a named contact at ATLAYS, three years of accounts and a customer count.
  2. How is the company funded today, and for how many months? Good answer: A clear funding source, and a stated number of months of cash.
  3. Would our rollout infer skills from HR records, like PwC’s, or start from self-assessment with a manager’s sign-off? Show us where each skill and level on one profile comes from. Good answer: A live demo that names the source of each skill and level.
  4. At two customers our size, what share of levels did a manager confirm? Good answer: A real percentage for a company our size, not just Sage France’s.
  5. What does the paid version of Lexi cost, and how many jobs does the free plan allow? What is the minimum contract for a company our size? Good answer: Two numbers, in writing, before the demo ends.
  6. Which outside companies, including Lovable, handle our data inside the NeoAgents app? Does any of that data reach outside the EU? Which independent security certificates do you hold? Good answer: A named list of companies, and a named certificate or a plain no.
  7. How do frontline staff get a skill level if they rarely use the HR system? What does the certified offer for field jobs actually involve? Good answer: A named customer using the field-jobs offer today.
  8. Can we export every rating, who confirmed it and when, in a documented format? Is there documentation for connecting our own systems that we can read before we sign? Good answer: A sample export file, and documentation we can read now.

Microsoft People Skills and TechWolf work skills out, or test with a spreadsheet

The closest alternatives to Neobrain are Microsoft People Skills and TechWolf. Both work skills out for you, instead of asking people to rate themselves. Another option is the skills features already inside an HR suite you run, such as SAP Talent Intelligence Hub. You can also test Neobrain’s own method with a spreadsheet before you buy anything.

Draft the framework for one department with Lexi’s free plan. Then run one self-rating round, with manager sign-off, in a plain spreadsheet. Neobrain’s whole method rests on that step. So you will learn whether your managers actually take part, before you sign anything.

Our guide also covers two products that skip self-rating and work out each skill level on their own. Microsoft People Skills is built from Microsoft 365 only, nothing else. It charges $0 extra, so far, on top of a Copilot or Viva licence. Microsoft itself says the tool is not designed for promotion or pay decisions. It People Skills documentation does not describe any skill levels. TechWolf instead uses a scale with five steps by default, which you can change to anywhere from three to eight. Both TechWolf and Neobrain sell by quote. TechWolf names Cotality as the smallest company in its case studies, at about 5,000 people. If your company sits well under that, push for a similar-sized reference.

If you run an HR suite, look at what its own skills tool covers before you add Neobrain. That way you avoid a second place for skills to live. In SAP SuccessFactors, working out skills automatically needs a separately purchased AI units licence. That cost sits on top of the SAP contract.

Our guide to skills intelligence software compares every product in this market. Some tools have staff score their own skill level. Others judge each level from people’s everyday work. It explains which kind suits the problem you are trying to solve.

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