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Use Case
What does the 70% look like, built? CareerForge by Accesa.
Not an AI product. An organisational readiness system that has AI in it — in the right place, on a foundation that earns it.
Learning paths
Personalised node-graph path spanning skills, certifications, projects, milestones.
Needs: structured skill taxonomy
Role suggestions
5 emerging roles with match scores incl. bench, based on specialisation + seniority.
Needs: reliable profile data
Coaching advice
Coach asks AI about employee via pseudo-ID. Specific, market-grounded, auditable.
Needs: governance baked into data model
Market intelligence
6 tech trends every 6h, role demand catalogue every 2h.
Needs: clean, unfragmented data pipeline
Skill gap analysis
Top 8 required skills for any target role, with proficiency level + demand score.
Needs: validated, current skill data
Intelligence digest
Weekly report: top rising skills, role movements, recommended actions.
Needs: clean connector data, no silos
1
Employee
Profile → skill heatmap → role suggestions incl. bench → AI learning path
2
Coach
Coaching advice AI — ask about employee via pseudo-ID. Market-grounded, auditable.
3
Manager
Team readiness scores → pending sign-offs → approve. Leadership visibility, zero fragmentation.
None of these six features work without the 70% underneath them.
That is not a coincidence. That is a design choice.
What would your organisation's readiness score be today?
Step-by-step Demo Walkthrough
Follow these flows to demo each persona. Have the portals open in advance.
Login: demo.lupulup.com
Email: alina.matei29@accesa.eu
Password: 34499859f7c4b47f74615778
1
Sign in via SSO
Open the Employee Portal and click "Sign in with SSO". Enter Alina's credentials. The app lands on the Dashboard showing her readiness score and a summary of skills.
2
View My Profile → Skill Heatmap
Navigate to My Profile. Show the skill heatmap — each skill mapped against proficiency and market demand. This is the foundation everything else builds on.
Key talking point: skills are structured, not free-text. That's what makes AI features work.
3
Opportunities → Role Suggestions
Navigate to Opportunities. Show the 5 suggested roles with match scores. Highlight that the system includes bench roles — not just aspirational, but realistic lateral moves.
4
Learning Path → AI-Generated Path
Navigate to Learning Path. Show the node-graph visualisation spanning skills, certifications, and milestones. This was generated by AI based on Alina's profile and a target role.
Ask: "Without structured skill data, what would this graph look like?" — Answer: nothing.
5
Dev Plan
Navigate to Dev Plan. Show the quarterly development plan with milestones. This can be submitted for manager approval — connecting the employee experience to the manager view.
1
Sign in to Coach Portal
Open the Coach Portal and sign in. The landing view shows the list of employees the coach is responsible for, with readiness scores and recent activity.
2
Open Employee Detail
Select an employee from the list. Review their skill profile, readiness trajectory, and active development plans. Show the skill gap analysis for their target role.
Note: the coach sees the employee profile but not personally identifying data in AI queries — pseudo-ID governance.
3
AI Coaching Advice
Navigate to the AI Coaching section. Ask a specific question about an employee using their pseudo-ID. The AI returns market-grounded, specific advice — not generic career platitudes. Show the audit trail.
Key talking point: privacy-safe by design. The AI never sees the employee's name.
4
Intelligence Digest
Navigate to Analytics / Intelligence Digest. Show the weekly report: rising skills, role demand movements, and recommended coaching actions across the team.
1
Sign in as Alex Manager
Open the Manager Portal and sign in with Alex's credentials. The dashboard shows team readiness scores at a glance — no spreadsheets, no fragmentation.
2
Team Readiness Overview
Show the team readiness view. Each team member has a score based on their skills vs. role requirements. Highlight capability gaps across the team — this is the leadership visibility that doesn't exist in most orgs.
Ask: "How does your manager currently know who's ready for what?" — This is the answer.
3
Pending Sign-offs
Navigate to pending approvals. Show a development plan submitted by an employee (e.g., Alina's dev plan). Review the plan and approve it — the employee sees the approval in real time in their portal.
4
Bench Strength
Show the bench strength analysis — who in the team could step into adjacent roles, and what skill gaps need to be closed to get there. This is the 70% that makes succession planning possible.
Close with: "This view exists because the data underneath it is clean, structured, and maintained."
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