Role alignment, work style, readiness, skills, credentials, soft skills, and growth potential.
Operational Workforce Intelligence for Employers
Build the workforce your business needs—before and after the hire.
One workforce intelligence relationship across candidate discovery, readiness, hiring, employee development, retention, advancement, and succession.
Through JobSite Link and SkilledLinks, employers can define role requirements, receive permissioned whole-person matches, review one living Candidate Link, add current employees, activate development roadmaps, and see progress over time.
Fixed annual membership. Monthly or annual payment. Designed to complement the systems your team already uses.
Unlimited matches.Unlimited hires.No placement fees.
Roadmaps, training actions, credential milestones, promotion criteria, and next-role preparation.
Pipeline, hiring, training, retention, advancement, and internal mobility in one view.
Better Decisions, Not More Noise
Hiring is one moment. Workforce readiness is a moving system.
Most hiring products optimize reach, sourcing, workflow, or assessment. Employers still have to determine whether a person is prepared, aligned, qualified, coachable, and positioned to grow.
After the offer, development, credentials, retention, and advancement often disappear into separate platforms and spreadsheets. SixAM connects those stages around the person.
Recruit externally. Develop internally.
The same intelligence environment supports the workforce entering your business and the people already building it.
Know who is ready—and who can become ready.
Define demand, discover qualified and developing supply, receive privacy-preserving match signals, review participant-authorized evidence, and track hiring progression.
- Current and future role requirements
- Qualified, near-ready, and developing matches
- Permissioned Candidate Link review
- Hiring progression through verified starts
Turn employee gaps into forward motion.
Add current employees, connect profiles to role requirements, identify gaps, assign training, monitor credentials, and prepare people for internal mobility.
- Role-based gap analysis
- Development and advancement roadmaps
- Training and credential milestones
- Promotion, mobility, and succession readiness
One SixAM infrastructure. Built for work that keeps life moving.
The workforce behind the built world.
For contractors, manufacturers, maritime and logistics employers, utilities, automotive operations, infrastructure businesses, and skilled technical teams.
Explore JobSite Link ↗The workforce behind care and personal services.
For care facilities, therapy and wellness practices, gyms, salons, barber shops, esthetics practices, personal-care businesses, and related employers.
Find your employer tier ↘A résumé is part of the evidence. It is not the whole person.
Matching supports better employer decisions without replacing human review, structured interviews, lawful hiring practices, or employer judgment.
Career and role alignment
Interests, experience, stated direction, and relationship to longer-term goals.
Work-style alignment
Work preferences, communication style, environment, and authorized interview context.
Job readiness
Completed milestones, outstanding requirements, preparedness, and next actions.
Skills and credentials
Qualifications, documented evidence, credential status, and verified or unverified gaps.
Soft-skill readiness
Communication, reliability, teamwork, coachability, and role-relevant evidence.
Growth potential
The path from current readiness to the next role, credential, or responsibility.
The Candidate Link
Share one link. Review the whole candidate.
A participant-authorized Candidate Link can bring the professional profile, résumé, portfolio, credentials, work samples, assessments, readiness, gaps, and growth roadmap into one living review experience.
- Identity remains private until the participant authorizes disclosure.
- Employers receive only information permitted for legitimate business use.
- Signals are decision support—not automated employment decisions.
Most products solve one part. SixAM connects the relationship.
Offerings vary by edition, integration, market, and contract. This view describes publicly emphasized scope rather than claiming exact feature parity.
| Model | Public product primarily centers | Typical meter | Where SixAM extends |
|---|---|---|---|
| Indeed | Job posting, sponsored distribution, matching, employer branding, and sourcing. | Sponsored spend, subscription, contacts, or add-ons. | Readiness evidence, development roadmaps, retention, and advancement after hire. |
| LinkedIn Recruiter | Professional-network search, outreach, recommendations, projects, and recruiting collaboration. | Seat- and contract-based access. | Trade and service pathways, permissioned Candidate Links, training activation, and post-hire progression. |
| ZipRecruiter | Job distribution, matching, candidate invites, employer search, and recruiting workflow. | Custom plan or active-job structure. | Whole-person readiness, roadmaps, workforce development, and employee progression. |
| Breezy HR | Applicant tracking, recruiting workflow, career sites, automation, and hiring analytics. | Subscription by plan, plus add-ons. | Living workforce profiles, gap-to-development roadmaps, retention, and internal mobility. |
| TestGorilla | Skills tests, sourcing, interviews, assessments, and pre-hire analytics. | Subscription plus candidate credits. | Longitudinal evidence connecting assessment to preparation, hiring, development, and advancement. |
| Recruiting firms | High-touch sourcing, screening, shortlist development, and placement. | Retainer, success fee, or percentage-based economics. | No placement fee, reusable pipeline, and continuing workforce development after hire. |
| Labor-market intelligence | Jobs, skills, wages, industries, geography, trends, forecasts, and workforce planning. | Software, data, API, consulting, or enterprise subscription. | Current participant and employee progression, training activation, employer workflows, and outcomes. |
● Primary◐ Adjacent / add-on / integration— Not primary public scope
| Model | Market | Reach | Assess | Readiness | Develop | Hire | Employees | Retain | Outcomes |
|---|---|---|---|---|---|---|---|---|---|
| Job boardsIndeed, ZipRecruiter | ◐ | ● | ◐ | — | — | ◐ | — | — | ◐ |
| Professional sourcingLinkedIn Recruiter | ◐ | ● | ◐ | — | — | ◐ | — | — | ◐ |
| ATSBreezy HR and similar | — | ◐ | ◐ | — | ◐ | ● | ◐ | ◐ | ◐ |
| AssessmentTestGorilla and similar | — | ◐ | ● | ◐ | — | ◐ | — | — | ◐ |
| Recruiting firmsAgency and search | ◐ | ● | ● | ◐ | — | ● | — | — | ◐ |
| Labor-market intelligenceLightcast, JobsEQ, EconoVue | ● | ◐ | — | ◐ | — | — | — | — | ◐ |
| SixAMJobSite Link + SkilledLinks | ◐ | ● | ● | ● | ● | ● | ● | ● | ● |
The relationship continues after the hire.
Existing employees can use a living workforce profile to identify gaps, activate learning, maintain credentials, build advancement roadmaps, and document progression.
Match
Evidence-based role alignment
More informed reviewHire
Permissioned shared review
Clearer employee transitionRoadmap
Gap and growth plan
Defined prioritiesTrain
Learning activation
Role-tied developmentRetain
Progress and credential visibility
Earlier interventionAdvance
Promotion and succession milestones
Stronger internal mobilityEmployers retain authority for promotion, compensation, performance, and employment decisions.
One dashboard shows the workforce moving.
Pipeline
- Demand by role and location
- Qualified and developing matches
- Candidate Link reviews
- Interviews, offers, hires, starts
Readiness
- Role alignment
- Skill and credential status
- Readiness and gaps
- Recommended actions
Activity
- Profile reviews
- Team collaboration
- Permissioned sharing
- Roadmaps and training
Outcomes
- Hires and verified starts
- Retention milestones
- Advancement events
- Completed development actions
Existing Workforce
- Employee roadmaps
- Training progression
- Promotion milestones
- Mobility and succession
Dashboard categories are illustrative. Production reporting distinguishes actual results from examples and enforces legitimate-business-use permissions.
Complementary by Design
Keep the tools that work. Connect what happens between them.
SixAM provides a participant- and employee-centered progression layer connecting demand, evidence, readiness, preparation, hiring, training, retention, and advancement.
Simple pricing. Unlimited opportunity.
Every published tier includes unlimited matches and hires, no placement fee, team access, Candidate Link review, matching intelligence, roadmaps, training activation, reporting, and existing-employee development.
$200/month
Under $3M revenue
0–50 employees
$2,400 annual membership$600/month
$3M–$5.99M revenue
51–150 employees
$7,200 annual membership$1,000/month
$6M–$10M revenue
151–200 employees
$12,000 annual membershipCustom
Above $10M revenue
More than 200 employees
Scope priced separately Membership Finder
The higher tier governs.
Annual gross revenue and total employee count are evaluated independently. Whichever measure produces the higher tier determines the membership.
12-month membership · monthly or annual payment · no placement fee · no per-match or per-hire charge · reasonable-use and authorized-user protections apply
Economics That Improve With Use
The membership does not add a fee to each match or completed hire.
The chart uses membership-only arithmetic. It is not a forecast, total-cost-per-hire calculation, or savings guarantee.
Review public pricing context and comparison notes
Public pricing changes. As of August 2026, separate recruiting and assessment products publicly use combinations of subscription, contact, candidate-credit, sponsored-spend, seat, and custom-plan pricing. These products are not equivalent bundles.
SixAM’s published tiers use fixed membership pricing and include both external hiring and existing-workforce development.
One Workforce Intelligence Relationship
Hire with more context. Develop people with purpose. See progress beyond placement.
Activate SixAM for candidate discovery, workforce development, employee progression, and measurable outcomes.