Acorn Altitude
Skills you can use,
backed by evidence
Acorn Altitude sets the standard for every role, evidences the work your people do against it, and turns the gap into a plan.
“Having a tool where they have control over their careers has been huge.”
Meaghan Brady · Lead, Leadership and Learning · ASIC
The Problem
Every number in your strategy has a target.
Except whether anyone can deliver it.
Measurement
A completion is not a result.
A gap was identified, learning was assigned, learning was completed. None of that is evidence the gap closed.
Definition
Nobody wrote down what the role requires.
The job description was written to hire someone. The competency framework was built years ago for a different reason. Every plan downstream inherits the vagueness.
Connection
Five systems, five definitions.
The framework, the review cycle, the LMS, the plans, the HRIS. Each built with care, none pointing at the same standard.
The Solution
Workforce Evidence,
the step beyond workforce readiness
Set the bar
Capture the work
Have the conversation
Turn the gap into a plan
Confirm what it shows
Decide from the record
The Proof
What our customers have to say
When the system was set up, we could enter our training programs and commence people immediately. The system was easy to use as an administrator and very simple for users.
Peter H. Training Business Partner
Verified G2 reviewOur company was looking to implement a performance review system as well as a training platform. I searched for quite some time for a company that offered both management systems in one place.
Gail W. Human Resources Director
Verified G2 reviewAcorn allows our company to put all the resources our Account Managers and operators in one spot. This makes their job much easier and allows them to be more efficient.
Lisa C, Team Lead
Verified G2 review
Questions we get on every first call
We don’t have a skills framework yet. Are we too early?
That’s where most organizations start, and there are a few ways in. Most people use Acorn AI to create a framework mapped to every job role, or pick from our library of 1,600 capabilities and 4,800 proficiency definitions and adjust from there. If you already have a framework, we configure against that as well.
Do we have to replace our LMS?
No. Acorn connects to your existing HRIS and content, and plenty of customers run it alongside what they already have.
How long before I can show anything?
You’ll know in 45 minutes whether the approach holds. The evidence comes from the second assessment, on your own cadence, usually six to twelve months after the first.
We already have skills data in our HRIS. Why do we need this?
Your HRIS stores what people have. It doesn’t develop anyone or show you the work behind a skill. Acorn sits alongside it as the place development actually happens.
Where does AI come into it?
Every suggestion is grounded in your own configured framework, and a named person signs off before it reaches an employee. Assessment results are evidence for a conversation, never an automated decision about someone’s career.
Is this a framework project?
Not to start. One role, one session. The rollout conversation only happens if that one is useful.
What happens after I book?
We reach out the same business day and book in a 30-minute call to understand where you’re at and what you’re trying to solve.
Publish the standard. Capture the work. Confirm what it shows.
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