Why Ace is better than Faros.ai as a talent management system for developer teams

HR manager onboards developers to the company's wide processes and procedures.

Engineering manager onboards developer to a role, team and product.

HR manager doesn’t understand work of developers, so she/he can't notice problems with developer productivity until a performance review.

Engineering manager is a developer. She/he can notice when other developers are not productive.

HR manager can’t continuously improve productivity of developers, because she/he doesn’t understand real work and the reason of productivity, such as legacy code, lack of skills, etc.

Engineering manager has the knowledge and skills to create a skill matrix and career paths, though lacks a framework to deploy their knowledge.

HR manager can identify problems with motivation that are not caused by working experience of developers, such as personal problems, conflicts at work, salary, etc.

Engineering manager can identify problems that are caused by working experience of developers, such as the lack of skills needed for career progression, work with legacy code, lack of mentorship, etc.

HR manager can help with motivation problems caused by personal problems, conflicts at work, salary, etc.

Engineering manager can help with motivation problems caused by the lack of skills needed for career progression, work with legacy code, lack of mentorship, etc.

HR manager can notice a lack of hard skills based on a skill review performed by developers.

Engineering manager can notice a lack of hard skills based on weekly interaction with developers and intervene faster to mentor them.

HR manager can notice a lack of soft skills based on one-to-ones with developers, however HR manager lacks context of a developer's day-to-day routine.

Engineering manager can notice a lack of soft skills based on one-to-ones with developers, and is involved into context of a developer's day-to-day routine.

HR manager can provide general training on the company's culture or soft skills improvement.

Engineering manager can provide developers with personal mentorship based on skill gaps, working tasks, and desired career promotion.

Ace connects the work of developers (in Jira and Git) with skills that they need to grow to get a promotion and provides skill matrices with skills, levels, and career paths for 100+ developer, design, and product roles.

In Dev analytics tools like Faros.ai, developer productivity is not connected with career progressions of developers, that undermines the basis of developer motivation.

Ace connects the work of developers (in Jira and Git) with skills that they need to grow to get a promotion, so Engineering managers run mentor sessions and create a personal growth plan being aware of developers' work and the desired career progression level.

In Dev analytics tools like Faros.ai, developer productivity issues aren't connected with the role's specific skill gaps of developers (e.g Python or Node.js), so you usually know that there's a problem with developer performance, but you can't identify or fill the skill gaps to improve it.

Ace connects the work of developers (in Jira and Git) with skills that they need to get a promotion and provides skill matrices with skills, levels and career paths for 100+ developer, design and product roles. Hence Engineering managers can run mentor sessions and create personal growth plans by easily importing the last Pull Requests from Gitlab and use a skill matrix template to see the exact skill gaps a developer needs to fill up to get a promotion

In Dev analytics tools like Faros.ai, developer productivity is not connected with career progressions of developers, hence you need to create skill matrices from scratch and keep them separately.

Ace connects the work of developers (in Jira and Git) with skills that they need to grow to get a promotion, hence Engineering managers can run mentor sessions and create personal growth plans easily by importing the last Pull Requests from Gitlab and seeing the exact skill gaps a developer needs to fill up to improve productivity and get a promotion.

In Dev analytics tools like Faros.ai, developer productivity issues aren't connected with a role's specific skill gaps of developers (e.g. Python or Node.js), hence to provide Developer Mentorship, Engineering managers have to spend a lot of time to manually associate productivity issues with developer's skill gaps.