Talent2Role — Framework-Based Career Intelligence

01The industry gap

Workforces have standards. Careers don't use them.

Millions of roles sit unfilled while qualified people are filtered out — because hiring runs on job titles and keywords, not on the competency frameworks the industry already agreed on.

4.8MUnfilled cyber roles worldwide

The global cybersecurity workforce gap keeps widening while hiring pipelines stay broken.

ISC2 Workforce Study, 2024

~75%Résumés never seen by a human

ATS keyword filters reject candidates whose experience is real but phrased differently.

Widely cited ATS screening estimate

2,211Competency statements — in a PDF

NIST published the taxonomy the whole industry references. Almost nobody opens it when deciding what to learn next.

NIST SP 800-181 Rev. 1

0Shared meaning in job titles

Two "Security Analyst" roles at two companies can share almost nothing. Titles carry no signal — for you or the recruiter.

The problem Talent2Role exists for

Hiring documents and planning spread across a desk

The old wayTitles, keywords and guesswork on both sides of the table

Why the gap persists

Everyone in the chain is optimising against the wrong signal. The result: employers can't see competence, and professionals can't see the path.

Job seekers guess. "Get more cloud experience" isn't a plan — which statements, in what order, costing how many weeks?

ATS compares strings. It can't tell that "hardened the estate" and "applied security configuration baselines" are the same competency.

L&D budgets fly blind. Teams train against vendor catalogues instead of measured capability gaps.

The standard sits unused. The framework that could align all three sides lives in a PDF nobody operationalised.

01How Talent2Role closes it

The framework, made operational

Talent2Role takes the standard off the shelf and puts a working engine behind it — every résumé, gap, learning plan and job advert measured against the same stable competency IDs.

From guesswork to evidence

Your experience is mapped statement-by-statement to the official framework. From that single graph, everything else follows — automatically, and verifiably.

Statement-level mapping. Every claim becomes a competency with a stable ID — S0173 is either evidenced or it's a concrete thing to learn.

Readiness, ranked. Scored against every work role in the framework — not the three titles you happened to search.

Gaps become a plan. A sequenced curriculum ordered by readiness gained per study hour, with dates and milestones.

Proof recruiters can scan. Registered, signed credentials that show exactly which statements the credential rests on.

Analytics dashboard showing measured progress

The Talent2Role wayMeasured readiness against a real framework — live, per role, per statement

The old way

With Talent2Role

"Am I ready for that role?" — ask a mentor, guess from job ads

83% readiness, 49 competencies matched, 55 gaps listed by ID

"What should I learn next?" — a vendor's bestselling course

A sequenced curriculum ordered by readiness gained per hour

"Does my CV pass the filter?" — submit and hope

Rewritten in framework language so ATS and humans both see the competency

"Can we prove team capability?" — a spreadsheet of certs

NICE capability heat maps against a defensible public standard

02Dynamic workflows

Résumé to offer — one flowing process

The same five-stage journey runs in every portal. Watch each stage feed the next — click any stage to explore it.

1

CaptureFree

2

MapFree

3

AnalysePro

4

PlanPro

5

ProvePro

Capture

02Career Tools workflows

Every artefact your search needs, generated from evidence

Once your profile is mapped, each tool turns the same competency graph into a different deliverable. The showcase cycles automatically — click any tool to jump in.

talent2role.com/app#tools

03Concept showcase

Swap the framework. Keep the engine.

Five layers. The bottom layer is a pluggable, official competency standard — everything above it is shared. That is why one platform serves a SOC analyst, a ship's officer, a software engineer and a programme manager alike.

L1Framework ontologyPluggable · NIST NICE v2.2.0

L2Evidence mappingRésumé → statement-level competency signal

L3Scoring engineRole fit ranked across every work role

L4Planning & proofSequenced curriculum · badges · certificates

L5AdvisoryHuman expertise for teams, on top of the data

Change Layer 1 and the whole product re-targets a new workforce — currently running NICE · MWF (STCW) · SDWF+AIWF · PPMWF.

Five translucent layers stacked, light passing up through them

Five layers, one swap. The bottom layer is the standard; everything above it is shared by every portal.

C·01

Statements, not keywords

Every competency has a stable ID. Your evidence either proves S0173 or it doesn't — and if it doesn't, that is a concrete thing to learn, not a vague instruction.

C·02

One graph, many questions

The same competency graph answers a practitioner ("what's my next role?"), a CISO ("where is the team thin?") and a training provider ("does my syllabus match demand?").

C·03

Official standards only

Layer 1 is always a real framework — NIST NICE, the STCW-aligned Maritime Workforce Framework, in-house SDWF/AIWF engineering standards, the PMBOK / PRINCE2 / APM-aligned Project & Programme Management Workforce Framework — never an invented taxonomy sold as truth.

C·04

Evidence you can verify

Badges and Certificates of Mapped Skills are registered and signed; each resolves to a registry record. A recruiter scans one code and sees exactly which statements the credential rests on.

04Choose your portal

Pick the workforce you work in

Each vertical is its own product on its own domain, running the same engine over a different Layer 1 standard. Four are live today — Cyber, Maritime, Software & Development and Project & Programme Management.

A security operations centre wall of monitors

Cyber — the flagship portalNIST NICE Framework v2.2.0 · cyber.talent2role.com

Talent2Role CyberNIST NICE Framework v2.2.0 · public domain

● Live

The flagship portal. Map your security experience against all 42 NICE work roles, see exactly which competencies you hold and which you're missing, and get the shortest credible path to the security role you want — with certificates, job matching and a full Career Tools suite.

42Work roles

2,211TKS statements

5NICE categories

FreeTo start

Enter Talent2Role Cyber →

Open the app Pricing The framework

cyber.talent2role.com/app#gap

Systems Security Analysis83%

Incident Response78%

Defensive Cybersecurity71%

Vulnerability Analysis63%

Digital Forensics44%

Aerial view of a container terminal at golden hour

Talent2Role MaritimeMWF v1.0 · STCW-aligned, sea to shore

● Live

Deck, engine, ship management, chartering, ports and marine services in one competency graph — 47 work roles built on the STCW discipline and extended ashore, so sea-to-shore moves become plannable.

47Work roles

801TKS statements

7Categories

Enter Maritime →

Talent2Role Software & DevelopmentSDWF v1.0 + AIWF v1.0 · NICE-style, SFIA/SWEBOK-aligned

● Live

Frontend to firmware, data scientist to LLM application developer — 14 software-development and AI/ML work roles in one competency graph, so the move from developer to AI engineer is plannable and measurable.

14Work roles

406TKS statements

6Categories

Enter Software & Development →

A programme increment planning room with a wall-length board of colour-coded sticky notes

Talent2Role Project & Programme ManagementPPMWF v1.0 · PMBOK, PRINCE2, APM, ISO 21502, Scrum and SAFe in one graph

● Live

Project, programme, portfolio, agile, controls, PMO, change and commercial roles in one competency graph — 42 work roles rebuilt from the profession's standards, so the move from project manager to programme, PMO or portfolio lead is plannable and measurable.

42Work roles

705TKS statements

7Categories

Enter Project & Programme Management →