Status: Upcoming. The Talent Graph is not a product surface today, and
Gradientflo is Upcoming. What works today: Exterview’s evaluations capture
skills and evidence against your roles. This page describes the design.
Purpose
The Talent Graph is your organization’s private map of skills, evidence and outcomes: what capabilities your roles require, what evidence you have that a person holds them, and what happened after you decided they did. It is populated by the work you already do. Every role designed, every interview conducted, every evaluation completed and every outcome recorded adds to it.The graph is yours, and it is private to your organization. It is not
pooled, not shared between customers, and not used to train models for anyone
else.
Why it matters
Most organizations describe the same capability four different ways: one in the job description, another in the interview, a third in the onboarding plan, and a fourth in the performance review. Nothing connects, so nothing compounds. The Talent Graph makes it one vocabulary across the whole employee lifecycle. Planning a role and evaluating candidates work today in Exterview. Dotted lines are Upcoming: the post-hire steps and the consolidated Talent Graph.One definition of a skill
A capability means the same thing in a job description, an interview, a development plan and a review.
Evidence, not assertion
A skill is attached to what actually demonstrated it, not to a self-rating on
a form.
Continuous, not episodic
Someone’s capability profile updates as they are evaluated, developed and
reviewed, instead of being rebuilt from scratch each time.
It compounds
Every evaluation makes the next one sharper, because outcomes feed back into what good looks like for your organization specifically.
How the two applications use it
Exterview owns the graph; Gradientflo reads and writes it. One graph, several applications — the same relationship an organizational graph has to the products built above it.
What it makes possible
A development plan that fits the actual job
Written against the criteria the person was hired on, not invented by whoever had time.
Hiring that learns
Where real outcomes are known, they sharpen what your organization treats as
evidence of a strong hire.
Internal mobility with evidence behind it
Matching an existing employee to an open role using what you already know
about them.
Planning grounded in capability
Stating a workforce need as a skill demand rather than a headcount number.
Governance
The graph holds evidence about people, so it carries the platform’s controls without exception.Scoped to your organization
No access across customers, in any direction.
Access follows the person
Reading the graph never exceeds the permissions of the individual asking.
Evidence-linked
Every entry traces back to what produced it, so any conclusion can be
inspected.
Subject to your retention rules
As designed, retention and erasure follow the policy you set. See Privacy & Residency.
FAQs
Is our graph used to improve other customers' results?
Is our graph used to improve other customers' results?
No. It is private to your organization and is not pooled or used to train models for anyone else.
Do we have to define a skill taxonomy before we start?
Do we have to define a skill taxonomy before we start?
No. The graph builds from the work you already do. You can bring your own
framework if you have one.
What is available today?
What is available today?
Skills and evidence are captured through Exterview’s evaluations in production today. The consolidated graph surface, and Gradientflo’s use of it, are Upcoming.
