The career progression software top teams deserve

通过Deel Engage ，公司为每个组织角色和职业轨道创建了清晰的职业发展途径。 这些路径非常灵活，但通常包括

• 每个角色所需的能力：核心能力、职能能力、技术能力或领导能力
• Competency mastery required to take the next step
• 详细描述以了解每个级别的期望
• 将期望成果具体化为可衡量的结果

这样，组织可以从能力发展的角度来规划职业发展路径，从而实现更灵活的横向和纵向职业发展。通过连接的360度反馈和技能评估，员工能够清晰了解自身所在的位置。他们还清楚地了解自己在当前岗位或公司其他岗位上未来可能的发展方向。最后，他们还能够获得学习资源，这些资源有助于他们提升职业水平，迈向职业生涯的下一阶段。

Deel Engage 让您可以定制职业发展路径，使其与组织的具体工作架构相一致。 例如，您可以通过自定义级别为个人贡献者和领导层创建不同的职业轨道。

此外，您还可以自定义能力模型的能力数量和类型。例如，与个人贡献者轨道相比，您的领导力轨道可以有更多的能力。对于技术性较强的职位，也可以包含更多的技术能力，而减少核心能力。您可以完全自由地根据组织结构、需求和战略目标来定制职业框架。

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.