PDP Quest is an AI-powered employee skills assessment and development platform. Its AI coach, Piko, writes the assessment questions, drafts each person's development plan, runs the voice interview and summarises feedback — the work a skills programme used to need a team for. Organisations use it to define the skills that matter, verify what people can actually do through short timed assessments, find where capability is missing, and run development plans against the levels people have proven rather than the ones they claim.

Someone answers five questions written for one specific proficiency level, and four correct verifies it. The questions are timed, the pass mark is the same for everyone in every company, and you are tested at the level you claim. Once that level is verified, the next assessment is the rung above, and climbing pays only the difference in XP.

Skills from a taxonomy of 2,250 skills across 15 pillars, each defined at four levels from Beginner to Expert, alongside 975 job titles that each list the skills the role needs. Both ship as a starting point and your organisation edits them — rename, re-level, retire or add your own, with every change recorded.

A learning management system records what people were taught; PDP Quest records what they can demonstrate. The two answer different questions, and PDP Quest is the one you use to decide which training was worth buying, because a verified level before and after a course is evidence that it landed.

Yes. The standard taxonomy is editable in full, and the assessment question bank works the same way — read it, retire questions that turn out to be weak, or import your own. An assessment written for a general audience will not measure what your organisation means by a skill.

Yes, and each plan is goals, activities and submitted evidence rather than a document. Managers review submissions in one queue, whoever manages a plan edits its goals, with every change written to the audit log, and plans target levels that are verified by assessment rather than agreed in a meeting.

No. AI drafts assessment questions and development plans; it never scores anyone. Scoring is four correct out of five, applied identically every time, and every agent is scoped, audited and switchable off — a level whose pass mark could shift is not evidence of anything.

HR and People teams, L&D teams, managers and the employees themselves. HR gets a capability number it can defend, L&D gets gaps located by pillar and level, managers get one-to-ones that start from evidence, and employees get a record of what they can do that they earned rather than claimed.

You are live the next working day. Sign the contract and your workspace is ready the following morning on its own address, with the 2,250-skill library and the catalogue of 975 job titles already in it — there is no implementation project to schedule, no setup fee and nothing to configure before the first person signs in. A pilot can have its first verified skills inside the first week.