Why Ace is better than Leapsome 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, ыг such as legacy code, lack of skills, 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 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 thelack 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 provides skill matrices with skills, levels, and career paths for 100+ developer, design, and product roles.

In PeopleOps tools like Leapsome, you have general career path templates for all roles. You have one engineering skill matrix, while in tech companies, you need separate ones for each tech stack.

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 PeopleOps tools, Developer Mentorship is not working for 2 reasons. First, it's not aligned with developers' real work in Jira and Git. Secondly, it's not connected to role-specific skill matrices like Python or Nodejs.

Ace provides skill matrices with skills, levels, and career paths for 100+ developer, design, and product roles, hence you select the template and customize it saving up to 60% of the time.

In PeopleOps tools like Leapsome, you have general career path templates for all roles, hence you need to create skill matrices from scratch.

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

In PeopleOps tools like Leapsome, development goals are not aligned with a developer's real work in Jira and Git and are not connected to role-specific skill matrices like Python or Node.js, hence to provide Developer Mentorship, Engineering managers have to spend a lot of time to collect this information manually.