Bloomline is a two-sided talent platform that gives you defensible capability intelligence — measured from evidence, driven by the work your teams actually own. Built around employee agency, so the data is honest.
Spreadsheets go stale the day they're filled in. Job titles aren't capability. When a key person leaves — or a new initiative lands — you're guessing.
Capability lives in managers' heads. You can't staff a project, plan succession, or justify a hire on knowledge you can't see or defend.
One person quietly holds a critical capability. Nobody flags it until they're on leave — and the work stops.
Most "talent intelligence" mines employees and earns their distrust. Bad data in, indefensible decisions out — and a works council that says no.
Neither side works as well without the other — and neither works at all if the employee doesn't trust it. Pick a vantage point.
Evidence-based, portable, and theirs to control. Every disclosure is the employee's decision, and they can always see exactly what their manager sees about them.
The gap dashboard is a basket — coverage, critical gaps, single points of failure, decay risk — plus a categorical risk class. Single scores get weaponised; baskets get read.
Customs filing is a single point of failure — covered by one person, Practitioner depth required.
Department gap rollups, a strategic capability map, intro routing, dispute SLAs and a one-click GDPR erasure cascade. Individual identities never surface in the rollups.
No individual ever appears on this surface. Identities stop at the scope boundary.
Profile, path, and every disclosure decision belong to the employee. The audit log of who saw what is theirs to inspect.
A portable, evidence-based Skills Passport, a real career destination, and a personalised development path that recomputes as evidence arrives.
Defensible quantification of the shortfall between what teams have and what their work requires — parametrised for any operating model.
Internal moves that name the source-side gap they create — not just the destination they fill. A Coverage Impact Report runs before every move.
Surfaces where coverage criticality meets departure likelihood. Proposes interventions, not alerts. Employee opts in; the manager sees categorical signals only.
GDPR, the AI Act, and works-council co-determination encoded in the data model and defaults — not bolted on as a policy layer.
More roles filled from within, fewer surprises, faster project staffing. The figures below are illustrative of the impact teams target.
Deterministic, explainable, and version-stamped. The same engine powers every tenant; only the tuning coefficients differ.
Declared, demonstrated, validated and contextual signals each carry a base weight. Skills fade on a half-life — fundamentals slowly, tooling fast. Recomputed nightly, never on page load.
Low confidence changes system behaviour — it gates hard filters and widens timelines. A wide-CI "Advanced" counts as a Practitioner in the gap math. It's never just a display detail.
From day one, position-derived priors give a zero-effort starting point — low-weight, marked "not yet verified," and hard-blocked from talent search. The prior badge is a distinct component, never a soft label.
Every stored score carries an engine_version and methodology_version. Any change to the algorithm clears a fairness re-test and a 30–60-day customer notice before it ships.
Every layer of the stack stays inside the EU. These are product constraints, not legal footnotes.
Hosting, database, embeddings, email and observability — all in the EU. No US analytics, no US observability vendor, anywhere in the stack.
Frankfurt · fra1Lawful basis per data category, the 30-day erasure cascade, full data portability, and a single in-product transparency console for every employee.
Art. 6 · 17 · 20Human oversight on every high-risk component, decision logs, model cards and contestation paths. No LLM ever scores an individual employee.
Annex III · high-riskPer-jurisdiction configurability levers ship to every tenant. A disabled signal isn't collected at all — not collected and hidden.
DE · NL · AT · FRTiers control convenience, depth and analyst features — never the correctness of the numbers.
Team gap dashboard, the basket and risk class — authored by HR.
Everything in Starter, plus department rollups and the action recommender.
The strategic capability map, predictive forecast and unlimited AI assist.
Start with a single team and zero integrations. We'll model your duties, surface your gaps and your single points of failure — and show your works council exactly how it works.