Skills and development platform
Define the skills your roles need.
Deliver the learning that builds them.
Assess people against the skills their role requires, map learning to every gap, and show the business what changed.
Having a tool where they have control over their careers has been huge.
Meaghan Brady , Lead, Leadership and Learning · ASIC
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Your training data can’t answer the question your executive is asking
77% of organizations still treat course completion as proof that a skill exists. That number is from our own 2026 State of Learning for AI Fluency Report, and it is why HR and talent teams keep getting asked for evidence the system was never built to produce.
Efficiency
Your skills data lives in a spreadsheet.
Frameworks built by hand, assessments chased over email, and a matrix that is out of date the week it is finished.
Visibility
You can’t answer the readiness question.
When leadership asks whether the business has the skills to deliver the strategy, completion rates are the only number available.
Fit
Your content library isn’t connected to anything.
Courses sit in a catalog with no link to what any role needs, so people pick what looks interesting and no gap gets closed.
The solution
Skills you can evidence.
Learning that closes the gap.
Give every role a goal without building a framework from scratch
Start from a library of role-based skills and proficiency levels instead of a blank spreadsheet. Assign them to roles, and every person has a defined target from day one.
Answer who is ready, for what, and what to do next
People assess themselves against the skills their job needs, and back it up with real examples of work. Their manager rates them on the same skills, and every gap that goes straight into a plan to close it.
Every piece of learning mapped to a skill and a level
In-house courses, third party content, webinars, and external training all sit against the same skills taxonomy, so what gets recommended is what closes the measured gap.
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 does implementation take?
How long does implementation take?
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.
What does it cost?
We have transparent pricing, no surprise fees for reporting or data access, and we’ll scope what you need in the demo.
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.
Define the skills. Deliver the learning.
Prove it worked.
4.6/5 on G2 · G2 Best Support 2026 · ISO 27001 certified