The career progression software top teams deserve

With Engage, companies create clear career pathways for every organizational role and career track. These paths are highly flexible, but usually include:

• Competencies needed for every role: core, functional, technical, or leadership competencies
• Competency mastery required to take the next step
• Detailed descriptions to understand expectations at each level
• Concrete desired outcomes as measurable results

This way, the organization can approach career progression from a competency perspective, resulting in more horizontal and vertical mobility. With connected 360° feedback and skills assessments, workers see where they stand. They also see what is expected to progress in their current role or other roles within the company. Lastly, they also get access to learning resources that help them reach the next level of their careers.

Engage allows you to customize career paths to align with your organization’s specific job architecture. For example, you can create different career tracks for individual contributors and leadership with custom leveling.

Additionally, you can customize the number and types of competencies for your  competency models. For example, your leadership tracks can have additional competencies compared to the individual contributor tracks. For highly technical positions, you can also include more technical competencies and fewer core competencies. You have complete freedom to tailor career frameworks according to your organizational structure, needs, and strategic goals.

Engage covers career pathing, competency frameworks, 360° feedback, and learning in a single system, where single point career development solutions usually require separate modules or integrations to connect performance data to career development. If you're already using Deel HR for global workforce management, Engage connects to your existing employee data without an additional integration layer.

With Engage, HR:

• Build career paths on top of job architecture, so they stay consistent across people processes, so the same framework informs career progression, performance reviews, and (when relevant) compensation decisions
• Can update frameworks as roles evolve, no months-long rebuild, no stale docs
• Automate career path assignments to trigger when job titles change, reducing manual admin

And as everything connects within Engage, career frameworks feed into 360° reviews, development plans, and learning, they no longer need to manage separate tools, and re-enter context cross platform.

With Engage, managers:

• Stop fielding "what do I need to do to get promoted?" from scratch, the career framework answers it
• Competency gaps surface through feedback and reviews automatically, so development conversations start with data, not instinct
• Development plans and learning programs are trackable, managers see progress, deadlines, and status without chasing

With Engage, workers:

• Can see exactly what's required to reach the next level, no more guessing or relying on a manager's gut feel
• Can self-serve career paths, reducing anxiety about whether growth is real or just a promise
• Co-create development plans with managers that link to specific competencies, feedback cycles, and learning resources, so growth has a clear direction
• Can explore other paths within the org, not just their current track, supporting internal mobility

Yes. Engage lets you build a full competency matrix across every role and level in your org, defining core, functional, technical, and leadership competencies for each position. The matrix connects directly to performance reviews and development plans, so it's not a static document. It updates as roles evolve and feeds into every talent conversation across the org.