The talent management platform for the AI era
Keep learning. Keep thinking. Keep thriving.
shyfts.work helps employers build early career talent through skills assessments, mentor support, real case studies, and certified micro learnings.
The challenge
Learning loses useful friction.
Routine work once taught people how systems, problems, and decisions really work. When AI removes every hard step, people can become fast without becoming capable.
shyfts.work keeps the learning value of doing the work.
Old learning path
AI-shortened path
shyfts.work path
The platform
A collaborative digital trainspace.
- Employers use shyfts.work to grow early career talent inside their teams.
- Mentees, mentors, and HR work from one shared development path.
- The platform links assessments, practices, feedbacks, and trainings.
- Employers can also use shyfts.work to assess graduate candidates for agency, discernment and adaptability.
shyfts.work is a connected talent system supported by frameworks
The mentoring model
Mentoring rests on three pillars.
Assess
SFIA + RISE Compass
Mentees and mentors start with a shared view of current capability. SFIA maps technical skill. RISE Compass shows how people think, decide, create, and work with AI.
Practice
Mentor-shaped case studies
AI drafts role-based case studies. Mentors shape them, assign them, and review how mentees think, explain, and solve the problem.
Strengthen
RECALL trainings
Regular guided practice helps people rebuild core skills and first-principles thinking. RECALL links learning back to real work and mentor feedback.
Technical craft
SFIA maps the technical craft.
- SFIA helps mentees describe the technical skills used in IT roles.
- It shows what someone can do now and what the next level requires.
- It gives mentors and HR a clear language for technical development.
SFIA provides the map for technical growth.
Example mentee skill profile
- StrategyL5
- ChangeL4
- DevelopmentL6
- DeliveryL4
- DataL3
- SecurityL4
Levels 1–7
Sample distribution, not live data.
Human value with AI
RISE Compass protects human value.
- RISE Compass looks at 12 human skills across four types of work.
- It measures how people design, reason, decide, automate, explore, and plan.
- It makes AI independence visible: can the person check, explain, and improve the work?
RISE develops the human skills that matter most with AI.
Knowledge Application
- Design
- Orchestrate
- Review
Sensemaking & Decision
- Reason
- Evaluate
- Judge
Transactional Execution
- Translate
- Automate
- Monitor
Exploration & Creativity
- Explore
- Originate
- Plan
AI independence matters
Practice in context
Case studies bring back the hard parts.
- AI drafts role-based case studies to create useful work challenges.
- Mentors shape the case, assign it, and review the mentee's thinking and evidence.
- Mentees practice technical skill, judgement, and clear explanation in context.
Case studies turn assessment into proof.
1.AI drafts a case
2.Mentor shapes the challenge
3.Mentee submits a response
4.Mentor reviews thinking and evidence
5.Development actions are added to the next step
Certified micro learning
RECALL trains the cognitive muscle.
- RECALL is a certified micro learning programme.
- It gives mentees regular guided practice in core skills and first-principles thinking.
- Mentors connect RECALL learning to case studies and development goals.
RECALL makes “back to basics” a regular part of modern work.
Learn about RECALLInsight and independent thinking
recall.work
Graduate recruitment
SAPERE assesses graduate candidates.
Graduate recruitment now faces an AI-versus-AI problem. A corporate promotes a role; large numbers of candidates can use AI to polish CVs, cover letters and answers. An applicant tracking system can help sort volume, but it cannot by itself show who can frame a problem, verify an AI output, weigh trade-offs or own a decision.
- SAPERE assesses graduates for agency, discernment and adaptability.
- Candidates work real tasks, so thinking is visible rather than generated.
- Recruiters and HR see AI independence alongside the SAPERE score.
SAPERE shows the person behind the polished application.
What SAPERE looks for
Agency
Owns the decision and its consequences.
Discernment
Checks, questions and verifies AI output.
Adaptability
Reframes when the problem shifts.
The path forward
Start with IT. Expand with proof.
- shyfts.work begins with IT because the change is here first.
- The same model can then move into Legal, Marketing, and Finance.
- Each function keeps its own skills and cases while using the same mentoring loop.
shyfts.work helps organisations grow people who can work well with AI—and think well without it.
Next functions after the IT model is proven.
Annual employer licence
Price shyfts.work for the people taking part.
shyfts.work is priced by the number of active early-career employees in your programme. Graduate candidates, mentors and HR are included in the price so your team can focus on early talent development.
Starts at A$12,000 a year, excluding GST, for up to 50 active employees.
See full pricingEstimate your annual licence
Count employees enrolled in shyfts.work. Do not include mentors or HR users.
Your estimated annual licence
A$21,000
For 100 active employees
A$210 per active employee / year
Discuss this cohortYour estimate is based on the active employees you plan to develop in the first year.
Bring shyfts.work into your organisation.
Choose the path that fits your role. All new organisations are reviewed before access is granted.
For employers
Build capability inside your team.
Give mentees a clear development path with assessments, mentors, case studies, and certified micro learnings.
Request employer accessFor learning providers
Certify your training with RISE.
Submit a programme for RISE certification. Once certified, employers can find and assign it through shyfts.work.
Request education-provider accessAlready have access? Sign in