How would you define the success of Degreed's Career Mobility platform?

Introduction

Defining the success of Degreed's Career Mobility platform requires a comprehensive approach that considers multiple stakeholders and metrics. To effectively address this product success metrics challenge, I'll follow a structured framework covering core metrics, supporting indicators, and risk factors while considering all key stakeholders.

Step 1

Product Context

Degreed's Career Mobility platform is a software solution designed to help organizations and employees navigate career development and internal mobility. It integrates skills assessment, learning opportunities, and job matching to facilitate career growth within an organization.

Key stakeholders include:

1. Employees seeking career advancement
2. HR and L&D teams managing talent development
3. Managers looking to retain and develop team members
4. C-suite executives focused on organizational growth and talent retention

The user flow typically involves:

1. Skill assessment: Employees complete assessments to identify their current skill set.
2. Career path exploration: Users explore potential career paths based on their skills and interests.
3. Learning recommendations: The platform suggests relevant learning content to bridge skill gaps.
4. Internal job matching: Employees are matched with open positions within the organization that align with their skills and career goals.

This platform aligns with Degreed's broader strategy of empowering lifelong learning and career development. It expands their offering from purely learning-focused tools to a more comprehensive talent management solution.

Compared to competitors like Gloat or Fuel50, Degreed's Career Mobility platform leverages its existing learning ecosystem, potentially offering a more integrated experience between skill development and career progression.

In terms of product lifecycle, the Career Mobility platform is likely in the growth stage, as career mobility and internal talent marketplaces are gaining traction but haven't yet reached maturity in the HR tech landscape.