TechWolf
TechWolf reads the work your people already do. It finds this in tools such as Salesforce, Microsoft Teams and Jira, a work tracker. Then it puts their skills into Workday or SAP. It is one of 18 of the 139 products in this guide that work out skills on their own. At T-Mobile, frontline staff confirmed the fewest of their suggested skills. TechWolf gives a price only after its sales process.
TechWolf turns your people’s daily work into a skills profile. Then it sends that profile to Workday or SAP. It only suggests a skill level for the skills you mark critical.
You run Workday or SAP. Your people work in systems that hold a lot of text, such as Jira or Salesforce. You are ready to run a change programme, not just buy software.
Most of your workforce is frontline. That is where confirmation fell furthest behind at T-Mobile. You need a skill level on every skill, not just the critical ones.
Not published. You only see a price after TechWolf’s own sales process.
Choosing between TechWolf and Microsoft People Skills? Read the two side by side. The decision comes down to whether those skills must reach your HR system, as TechWolf’s do and Microsoft’s do not.
It drafts skills from work, then sends them to Workday or SAP
TechWolf feeds skills into an HR system. Your employees do not get a new system to log into. It connects to three groups of systems. The first is your HR and recruiting software, such as Workday, SAP SuccessFactors, Oracle and iCIMS. The second is where the work happens, such as Jira, Confluence, GitHub, ServiceNow, Salesforce, Microsoft Teams, Slack and Google Drive. The third is your learning platform. It also reads performance reviews and HR records. TechWolf runs AI that reads the text in those systems. From that text, it works out each employee’s skills, each job’s skills, and the tasks each job involves. It then sends the results to Workday Skills Cloud, SAP SuccessFactors or Oracle HCM. It can also feed those results into reporting tools such as Power BI and Tableau.
TechWolf publishes some of its AI models in the open. A technical team can test them on your own data before you sign. TechWolf had 15 of these models running for customers in 2024. Only three of them are public. So a trial like this tells you about part of the product, not all of it.
TechWolf drafts each employee’s skills from their work. Your people then confirm the draft. After that, people you name from the business keep it accurate.
Its figures describe a strong first draft, not a finished one
TechWolf publishes several figures. They count different things, from accuracy to how many people accepted what it suggested.
TechWolf says its accuracy is about 95%. It tests this with WorkRB, a public test other skills tools can also use. In one pilot, across 94 job codes, one customer reported 99% accuracy. Get what the headline figure measures, and on whose data, before it goes into a business case.
The figure counts people who agreed with the first draft of their own skills. Get the share of suggested skills people turned down before you rely on it.
T-Mobile let employees confirm their own skills, but never made it compulsory. Back-office teams reached about 70%. Most of the gap sat in frontline retail and care roles. This figure shows what happens when confirming skills is optional, not forced.
Getting TechWolf connected takes two to six weeks of that total. At T-Mobile, new roles keep appearing as the roles themselves change. T-Mobile’s total has grown from about 2,500 roles to nearly 4,000, and each new one needs its own skills reviewed.
It fits companies on Workday or SAP whose people write a lot
It suits people who write a lot at work
TechWolf reads what people write at work. The more they write, the fuller the picture it builds. That suits engineers who write in Jira and consultants who write in Confluence. It also suits sales teams who write in Salesforce, and anyone else who writes documentation.
It fills empty skills fields in Workday or SAP
It works out each person’s skills and adds them to Workday Skills Cloud or SAP SuccessFactors. Whichever one you run stays your main HR system. Employees confirm their skills through an assistant in Microsoft Teams or Slack. In Workday, they then see the skills on their own profile.
Genesys replaced a hand-built skills list that went out of date
Genesys spent 18 months mapping skills by hand for 700 job profiles. The first profiles were already out of date before the last ones were loaded into Workday. With TechWolf, Genesys built a skills pilot for 2,000 employees, across most of the company, in under two weeks. A pilot is a smaller job than mapping 700 profiles.
Works councils in Belgium were reassured by anonymised data
At Belgium’s Federal Public Service for Health, the team told the works councils about the project early. They showed the councils that the data sent to TechWolf was anonymised, and this reassured them. TechWolf will not use LinkedIn or any other outside profile data about your employees.
It stops short on frontline coverage, skill levels and quick rollouts
Frontline and deskless staff confirm the fewest skills
If much of your workforce works away from a desk, plan how those people will confirm their skills. Do this before you trust what the profiles say.
It suggests skill levels only for critical skills
TechWolf finds it easier to spot a skill than to judge how good someone is at it. It suggests a skill level, what TechWolf calls proficiency, only for the skills you agree matter most. It does not run tests or assessments. T-Mobile has its own five-level scale for this, but has not used it yet. T-Mobile plans to grade people only on the critical skills that would change a hiring or a move decision. People at T-Mobile began seeing skills they did not know they had. The next question was how good those skills actually are. If you plan succession or pay banding around skills, you will need that answer too.
It supplies data, and other systems make the decisions
TechWolf supplies the skills data. Your other systems still make the decisions. At T-Mobile, it feeds Workday’s tools for hiring and for internal moves. It does not run either system itself. HSBC still had to close its skills gap itself. The bank wrote its own plan for hiring from outside, moving people internally, and retraining them.
It is a change programme, not a quick IT project
Getting TechWolf connected takes two to six weeks. Most of the time goes into reviewing results, setting rules for sign-off, and managing the change itself. So the budget needs to cover a change programme, not just the software. Expect to put someone from the business in charge of each skill area. Ericsson did this with more than twenty people.
TechWolf works out what a person can do only from data your own organisation holds. So a skill that leaves no trace in your own records will not show up. If you bring an existing skill list, TechWolf matches 70 to 80% of it to its own list at once. It matches another 15 to 20% in a second pass. The rest, usually your own names for in-house tools, goes in as custom skills. TechWolf does not yet suggest these to anyone automatically. How your skills are grouped stays your choice to make. Even so, TechWolf says about 95% of its customers let it build and manage that structure for them.
TechWolf prices by quote, and case studies start at about 5,000 people
Get the billing basis in writing. It could be per employee, per part of the product, or one flat price for everything.
TechWolf publishes no minimum company size. Its own blog says it is built for large enterprises. Of the customers TechWolf gives a size for, in its case studies, the smallest is Cotality, at about 5,000 people. Genesys comes next, at around 7,000. Several others are far bigger. Ericsson, HSBC, T-Mobile and Atlas Copco each have more than 50,000 employees. Telenet’s logo also sits on TechWolf’s homepage, next to T-Mobile and Genesys. Telenet is smaller again, at 3,592 employees, according to its own 2025 annual report. TechWolf’s TrustRadius listing says it is built for organisations with more than 1,000 employees.
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 TechWolf before you sign?
- How reliable are the profiles for frontline or deskless staff who rarely use the systems you connect? Good answer: A number for that group, and a customer like us to compare it against.
- Can you show skill levels applied across our whole workforce, not just a sample? Good answer: Yes, with real numbers for every role, not a demo sample.
- At T-Mobile, tasks still come from job descriptions, not yet from the systems where the work happens. Will the tasks in each of our roles come from real work? Good answer: A clear yes or no for our systems.
- Where does the 95% accuracy figure come from, and how is it measured? Good answer: A named method, like WorkRB, and whose data it used.
- Will you send us your SOC 2 Type 2 report and ISO 27001 certificate? Good answer: Yes, both documents, on request, in writing.
- Ericsson has used TechWolf since 2022, and HSBC since 2023. Which customers have renewed since then? Good answer: Named customers who renewed, and one willing to take a reference call.
- Your TrustRadius listing says you fit companies over 1,000 people. How many live customers are close to our size? Good answer: A real count, and a name we can call.
- Which of our performance reviews and HR records will you read, and how long do you keep them? Good answer: A specific list, and a deletion date in writing.
Try Microsoft People Skills or your HR system’s own tool first
The main alternatives to TechWolf are Microsoft People Skills, and the skills tools already built into other HR systems. Those include Workday Skills Cloud, SAP Talent Intelligence Hub, Oracle Dynamic Skills and Cornerstone. You can also buy nothing, until you have seen what those tools already show about your people.
If your people work in Microsoft 365, start with Microsoft People Skills. It reads documents, emails, chats and meetings on Microsoft 365. If you pay for Microsoft Copilot or Viva, it costs $0 extra, so far. You can see what it picks up before you spend anything new. Without Copilot or Viva, you get People Skills but not the part that works out skills. If you also need to know how good people are, not just what they can do, the two tools differ. TechWolf’s skill-level scale has five levels by default, adjustable from three to eight. Microsoft People Skills’ levels are not described in Microsoft’s People Skills documentation.
If you already own Workday, SAP, Oracle or Cornerstone, look at their own skills tools too. See what each one does before you pay for a separate product. All four keep skills on each person’s profile, not just on each role. Each works out skill levels differently. Workday combines tests with ratings from the person and their colleagues. SAP has employees rate themselves. Cornerstone mixes its own prediction with ratings from the person, their manager and peers. Oracle can suggest a rating from a short test, but the employee can overrule it. Our overview of skills intelligence software explains what a picture of each role’s skills can do. One example is sizing a skills gap. It also explains what a picture of each person’s skills is for, such as moving someone into a different role.
SAP’s skills tool comes with SuccessFactors, but working out skills automatically needs a separately purchased AI units licence. Oracle’s core HR subscription includes its skills tool only “where applicable.” Cornerstone’s learning and talent products include a ready-made skills list. Cornerstone sells its other skills tools as extras. Some Workday contracts already include Skills Cloud.
On TrustRadius, the one review site we could open, TechWolf has one rating and no published reviews. G2 and Gartner Peer Insights could not be opened.