Faethm
Faethm's strategic workforce planning tool forecasts how automating technology will change your roles and skills. It suits HR teams that want to retrain people before automation changes their jobs. Faethm, part of Pearson, publishes no price for the tool. The main risk is that you may need a second tool for headcount and cost plans. Ask Faethm to show headcount and cost plans in your demo.
Demo it to plan retraining around automation
We would demo Faethm if your first question is which roles and skills automation will change.
You want to know which skills automating technology will make you need, and where your gaps are. You would rather retrain your own people than hire, where you can.
Faethm cannot show a headcount and cost plan in your demo. You need a direct link to your HR system, since Faethm names no such link.
There is no public price, so ask Faethm for a written quote before the demo.
It turns your data into skills scenarios up to ten years ahead
The tool turns your workforce data into scenarios that show where to deploy your staff and which skills to build. You can look one, three, five or up to ten years ahead. A one-year view can guide next year's training budget, and a ten-year view can test a long-term strategy.
You upload your own workforce data for Faethm's models to run on. Faethm's privacy policy says the records you send have names and other identifying details removed. Plan who will prepare each data file.
To close a skills gap, Faethm lists hiring full-time staff, borrowing short-term staff and keeping your key people. Faethm's list also includes training staff, removing poor performers, reskilling redundant roles and using technology for part of a role. Use Faethm's list as a checklist when you decide how to close each skills gap.
Faethm's platform factsheet lists a career mobility feature that assesses whether individual moves between jobs would work. You can use the feature to test internal moves one person at a time.
It shows which skills carry over, and no decision is automated
You can see who to retrain before you hire
Faethm lists the skills gaps between your current jobs and future jobs. Faethm also shows which of your people’s current skills would carry over to those jobs.
A person takes part in every final decision
Faethm’s privacy policy says no decision is automated. The policy also says a person takes part in every final decision. You can quote the policy when staff or their representatives ask if software decides their future.
It fits teams that can export staff records and check data transfers
You need to export the records Faethm lists
Faethm’s privacy policy lists the workforce records it takes from you. The records include employee type, full-time equivalent, gender and birth year. The records also include job role and level, team structure, pay and location. Check that your HR system can export every field Faethm lists before you book the demo.
Check how Faethm protects your data
Faethm says its platform meets GDPR and the CCPA, the EU and California privacy laws. Faethm’s privacy policy covers data you send to a country with different privacy laws. One way Faethm protects that data is the European Commission’s standard contract clauses. Ask whoever signs off your data transfers to read the policy before you send a file.
Test headcount and cost plans, and expect to send data files
Check whether you need a second tool
Faethm describes the tool in terms of skills, supply and demand, and the effect of automation. If you also need headcount and cost numbers, ask Faethm to show them in the demo. If the demo does not show headcount and cost, you may need a separate tool for them.
Faethm names no HR system it links to, so you send files
Faethm names no HR, payroll or recruiting system that the tool links to. Your forecasts are only as recent as the last file you uploaded.
You cannot budget for Faethm before a sales call
Faethm publishes no price for the tool, whether per employee, per user or as a platform fee. It also publishes no contract terms, such as a minimum term, a notice period or how to cancel. You cannot compare its cost or its terms with other planning tools until Faethm puts both in writing.
You could also build a workforce plan on your own HR and finance systems. We have mapped what that looks like. See it step by step
What to ask Faethm before you sign
- Can the demo show a headcount and cost plan built from a sample of our own data? Good answer: yes, with figures you can check against your own records.
- What does the tool cost, and is the fee per employee, per user or for the platform? Good answer: a written quote that explains the basis.
- What are the minimum term, the notice period and any services fee? Good answer: all three in writing before you sign.
- How often do we send new workforce data, and does an approved plan flow back into our HR system? Good answer: a set upload schedule and a plain yes or no.
- Does any career mobility screen show a named employee? Good answer: a demo of exactly what each screen shows.
- Which Pearson companies or partners can see our workforce data? Good answer: a written list, with what each one sees.
- Can we call a customer who uses this tool? Good answer: a named company you can call.
- How do we export our plans and scenarios if we leave? Good answer: a written export process, with file formats and a deletion date.
Alternatives to Faethm
Alternatives to Faethm include TalentNeuron, Neobrain and Visier. The strategic workforce planning guide covers the rest of the market.
TalentNeuron works out the headcount you need from business drivers such as production volume or store count. It also models the cost of closing a gap by hiring or reskilling. It uses its own labour market data to anticipate shifts in roles, skills and automation. We would look at TalentNeuron if you need headcount and cost as well as skills.
Neobrain's Talent Planner lets you set a target headcount with your stakeholders and plan successions. Neobrain says it links to HR systems such as Workday, SAP and Oracle to bring your data into its platform. Neobrain markets Talent Planner for companies with 1,000 or more employees. We would look at Neobrain if you want your HR system's data to feed the plan.
Visier has four ready planning models, one for headcount and cost, but you must buy Visier People Essentials first. Visier can also predict, with a score, which named employee is likely to resign. We would look at Visier if you want a headcount and cost model already built. Ask whether Visier's planning models use the resignation score.
https://www.faethm.ai/products/strategic-workforce-planning · Faethm Strategic Workforce Planning product page · read 26 Sep 2026
https://www.faethm.ai/request-a-demo · Faethm request-a-demo page, including the profession list · read 26 Sep 2026
https://www.faethm.ai/about-us · Faethm about-us page · read 26 Sep 2026
https://www.faethm.ai/privacy · Faethm privacy policy · read 26 Sep 2026
https://www.faethm.ai/enterprise-platform-factsheet · Faethm Enterprise Platform factsheet · read 26 Sep 2026
https://www.faethm.ai/sitemap.xml · Faethm sitemap, checked for a terms page and any integrations page · read 26 Sep 2026