Why Ace is better than Pando as a talent management system for tech teams

HR manager onboards developers to company wide processes and procedures.

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

HR manager doesn’t understand work of developer, so she/he can't notice problems with developer productivity until 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 reason of productivity like legacy code, lack of skills, etc.

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

HR manager can do initial screening of candidates and see culture fit.

Engineering manager is the one who makes interview, defines skill fit to team and finally hires developer.

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

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

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

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

HR manager can provide general training about company culture or soft skills improvement.

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

Ace provides skill matrice with skills, levels and career paths for 100+ developer, design and product roles.

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

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

In PeopleOps tools like Pando Developer Mentorship is not working for 2 reasons. First, it's not aligned with developer's real work in Jira and Git and Second, it's not connected to role specific skill matrix like Python or Nodejs.

Ace provides skill matrice with skills, levels and career paths for 100+ tech roles in English, Spanish and Portuguese and rare skill matrices for niche roles like Solution Architect or 3D Artist.

PeopleOps tools like Pando provide skill matrice with skills, levels and career paths for many tech roles in English.

In Ace, you can run skill reviews and identify skill gaps of your team members. But we also provide you with a knowledge base for each skill matrice that contains mentors, courses and more. You can also add you own learning materials and mentors for each career path level. Based on identified skill gaps Vectorly provides content and mentors from the knowledge base as recommendations for each developer how to grow skills.

In PeopleOps tools like Pando you can run skill reviews and identify skill gaps of your team members.