Degreed, the workforce up-skilling platform for one-in-three Fortune 50 companies, has acquired Adepto, a Total Talent platform that provides visibility and access to the skill-sets of current, past, and potential workers.
The combination will accelerate Degreed’s global expansion, and add enhanced skills inventories, on-the-job development experiences, and career mobility to the company’s learning experience platform. Terms were not disclosed.
London-based Adepto enables organisations to build private Total Talent networks that intelligently match internal and external workers to project, gig, and job opportunities that fit their skills and career goals.
Skill-sets
It also provides business leaders with easy-to-use tools to track and access the skill-sets and interests of their entire pool of available talent — current and past employees, as well as contractors, freelancers, consultants, and potential new hires.
Founded in 2013, Adepto has grown by 150% a year for three straight years. It now has more than 40 people, and offices in London, UK, Brisbane, Australia, and New York, USA.
Clients include innovative, blue-chip companies like Atos, Capita, and Cisco, as well as public sector employers such as the Queensland Government. Adepto also partners with many of the world’s leading recruitment process outsourcing and managed staffing providers (RPOs and MSPs).
Technology use
Adepto’s technology will give Degreed’s customers the most complete learning experience platform on the market, with formal, informal, social, user-generated, and now on-the-job development opportunities — all available through one simple, intuitive app.
It will also provide deeper insights into the supply and demand for skills in their businesses.
“Our clients and users want more than just an engaging learning experience,” said Degreed CEO, Chris McCarthy.
“They want to continuously align their capabilities to new growth opportunities. To do that, they need real-time insights about the skills, experiences, and interests of all their workers — not spotty data from performance reviews or inferences from HCM systems.
“They also need a way to fluidly connect people to the right roles.”