Show every employee exactly where they can go

Career pathing software helps organizations define, publish, and track career paths — the possible routes employees can follow from their current role to future roles, with the skills, criteria, and development actions required for each transition. It replaces spreadsheet-based career ladders with a live system where employees can see their personal gap to the next level, managers can have structured development conversations, and HR can track progression across the organization.

Fuel50 and TalentGuard are enterprise-only products requiring procurement, implementation projects, and contracts typically above $50,000/year. They are built for HR teams at 1,000+ employee organizations. Harmny is self-serve, starts at $8/user/month with no minimum seats, and can be configured in a day. The career pathing is built directly on your competency frameworks and development plans — not a separate module with a separate data model.

Yes — effective career pathing requires a competency framework to define what each level expects. Harmny's career pathing is built on top of the competency frameworks feature. You define your frameworks first (or use our templates to start in minutes), and the career paths are generated from the framework data. This means that when a framework changes, all career paths update automatically — there is no manual sync between two disconnected spreadsheets.

Yes. Every employee has a career view that shows their current competency ratings, the requirements for their next level, and the gap between the two. They can also explore alternative paths — if a senior engineer is curious what it would take to enter the engineering management track, or what the product manager path requires from their current skills, those paths are visible and comparable. This is the core driver of the retention benefit: employees who can see their path don't need to look externally to understand their options.

When an employee identifies a competency gap on their career path, they can create a development goal directly from that gap — it pre-fills with the competency name, the target level, and behavioral descriptions of what success looks like. The development plan is connected to the career path, so when a goal is completed, the competency rating updates, and the career path view reflects the new state. No manual linking between separate tools.