From Taxonomies to Talent: Putting Skill Data to Work at Ericsson
Data-driven skills visibility for 100,000+ employees worldwide
Tuesday, 29 April 2025 at 12:30 UTC
With Toby Culshaw, Lucia Goerke, Peter Sheppard
Member
Overview
Most companies can list the skills they need. Far fewer can actually see the skills they already have.
Ericsson set out to fix that, mapping 1,100 job profiles to an AI-built skills taxonomy and giving all 100,000+ employees a live view of their own skills. The result: faster internal mobility, sharper workforce planning, and decisions about skill gaps based on real data instead of guesswork.
In this 45-minute replay, Peter Sheppard shows how they built it: the architecture, the business case, the roadblocks, and the metrics that proved it was worth it.
Context
In a market driven by 5G and AI, the companies that pull ahead are the ones that can see – and quickly redeploy – their scarcest skills. Ericsson's story is a practical blueprint for turning skills data into exactly that kind of advantage.
Content
How Ericsson turned 1,100 job profiles into a living, AI-built skills taxonomy, with lessons from their TechWolf partnership.
The "Skills Signature": employee-owned profiles that actually got people to engage.
Stitching SAP SuccessFactors, Degreed and Eightfold into one connected skills data layer.
The business case and KPIs that won C-suite funding and sponsorship.
The Annual Skills Report, and how it kept momentum and transparency high.
Outcomes
A clear picture of the data architecture needed to unify scattered HR systems.
A governance approach that balances AI-inferred skills with human validation.
The ROI metrics that connect skills visibility to mobility, productivity and lower hiring costs.
Practical ways to handle the adoption and change-management hurdles that derail these projects.
How to turn skills data into real workforce-planning and talent decisions.
What we'll cover
How Ericsson turned 1,100 job profiles into a living, AI-built skills taxonomy, with lessons from their TechWolf partnership.
The "Skills Signature": employee-owned profiles that actually got people to engage.
Stitching SAP SuccessFactors, Degreed and Eightfold into one connected skills data layer.
The business case and KPIs that won C-suite funding and sponsorship.
The Annual Skills Report, and how it kept momentum and transparency high.
Outcomes
A clear picture of the data architecture needed to unify scattered HR systems.
A governance approach that balances AI-inferred skills with human validation.
The ROI metrics that connect skills visibility to mobility, productivity and lower hiring costs.
Practical ways to handle the adoption and change-management hurdles that derail these projects.
How to turn skills data into real workforce-planning and talent decisions.
Speakers
