For HR & People teams
Meet Veya
Answer “who can do this?” without sending an email.
Veya is asked, most weeks, whether anyone in the company can already do a thing. The honest answer takes four days and three managers, and it arrives as opinions on different scales. Whatever skills data exists was typed in by the people it describes.
Skills visibility
94%
Above target↑
Critical gaps
7
Down from 31
Internal mobility
+42%
vs last quarter↑
Veya at a glance
Role
HR / People Manager
Owns hiring, development and the answer to who goes where.
Primary goal
Fill roles from inside where possible
Cheaper, faster and better for the person — if the capability can be found.
Main challenge
Skills data nobody checked
Self-rated, stored in five places, and phrased differently in each.
Decision power
High
Owns people strategy, the development budget and the hiring plan.
What matters to Veya
Who already has it
Before a role goes to an agency, whether it could have been filled inside.
One scale, every team
So engineering's “advanced” and finance's “advanced” mean one thing.
A visible way up
People leave when the next step is invisible, not when it is far.
What the next year needs
The skills the plan assumes, checked against the ones on the payroll.
Spend aimed at a gap
Budget that goes where the shortfall is, not where the interest is.
What keeps Veya up at night
Hiring for a skill already on staff
The agency fee paid for something two floors away could do.
A resignation that takes knowledge
Realising afterwards that one person held the whole capability.
The spreadsheet round
Four days of chasing managers to produce a number with an asterisk on it.
A budget with nothing to show
The programme ran, attendance was good, and no level moved.
Someone good leaving quietly
They could not see a next step, and nobody could see what they had.
What Veya needs from PDP Quest
Levels somebody checked
Verified by a timed assessment against a written standard, or by a named manager. Not typed into a form.
The same words everywhere
One taxonomy across roles, functions and locations, so two teams can be compared at all.
Gaps against a requirement
What the role needs minus what the person holds. Without the first number there is no gap, only a rating.
A record that goes back
Level then, level now — so a year of investment has an answer attached to it.
Plans with an owner
Each gap worth closing leaves as a plan somebody is accountable for, with a date.
What Piko, the AI coach, does for Veya
Answers a who-can-do-this in one query
The question that otherwise costs four days and three managers, returned as a list.
Finds the candidate nobody remembered
Someone two teams away who already holds the level the open role is asking for.
Flags where two teams rate differently
The same skill scoring high in one function and low in another is usually the rater, not the people.
Ranks a shortlist by distance
Not only who fits today, but who is one level away and on exactly which skill.
Prices the vacancy properly
The internal option, the training it would take to get them there, and the agency fee that was about to be paid.
Ask it the question you would otherwise put in an email to four managers. What comes back is phrased identically for every team, which is the part that makes it comparable at all.
Answer it the same day.
From a record, not a round of emails.
PDP Quest gives you one place to look: levels that were demonstrated rather than declared, described in the same words across every team, with the gap to any role already worked out.
- Checked, not claimed
- Gaps with a number
- Filled from inside
