Skill gaps, solved
BluFutur maps every worker’s verified portfolio to the role they want then prescribes the exact upskilling to get them there.
How it works
Import Portfolio: Resume, trade tickets, licences, quals, site cards, logged hours, projects, tool proficiencies, safety records, references, and short videos (Proof over Paper).
AI Role Match: We compare the portfolio to a chosen Job Post (internal/external) or a Promotion Profile (your ladder, e.g., Apprentice → Tradesperson → Leading Hand → Supervisor).
Gap Analysis (minutes): Clear list of met, partial, and missing capabilities across:
- Core trade skills & tool operations
- Codes/standards & WHS units
- Tickets/licences (e.g., EWP, Confined Space, White Card)
- OEM/vendor systems (e.g., diagnostic software)
- Soft skills (leadership, estimating, client comms)
Smart Training Plan
AI picks micro-courses + accredited RTO units that close the gap in the shortest time with the best ROI, including on-the-job tasks to evidence
Verify & Advance
Completion artifacts feed your portfolio automatically. Managers see readiness for job move or pay band change. Everyone tracks progress in real time.
What the AI looks at (signal, not fluff)
- Licences/Tickets: issue/expiry, state alignment, regulator codes
- Qualifications & Units: UoCs, credit transfer options
- Work History: hours by task, project types, industries, environments (live site, shutdown, service)
- Tools/Systems: makes/models, diagnostic stacks, software
- Safety: inductions, incident-free streaks, toolbox talks, SWMS participation
- Quality: callbacks, first-time-fix rate, supervisor scores, client feedback
- Leadership & Commercial: crew leading, scheduling, quoting/estimating exposure
- Location & Availability: shift, site, travel radius
Outputs you can use immediately
- Role Fit Score with red/amber/green skill map
- Missing-skill checklist (with regulation links where relevant)
- Time & cost-to-ready (hours, course fees, funding eligibility)
- Recommended training plan (RTO courses + micro-modules + on-the-job tasks)
- Verification bundle (certs, assessor sign-offs, video/photo evidence)
- Promotion Readiness Report (great for reviews & payroll decisions)
For small, medium, and large teams
Small business (under 20):
- One click from job post to training plan
- Pay-as-you-go courses; no LMS needed
- Simple dashboard: who’s ready next
Medium (20–200)
- Role frameworks & pay bands mapped to training
- Bulk enrolments with progress alerts
- Funding prompts (e.g., apprentice incentives, state schemes)
Enterprise (200+)
- Custom competency matrices per business unit
- API to HRIS/LMS; SSO & audit logs
- Workforce planning: readiness by region/project/contract
Career ladders we support (examples)
- Electrical: Apprentice → Tradesperson → Leading Hand → Site Supervisor → Estimator/Project Coord
- Plumbing: Apprentice → Tradesperson → Maintenance Lead → Site Supervisor → Estimator
- Automotive: Apprentice → Technician → Diagnostic Tech → Workshop Controller → Service Manager
- Building/Civil: TA → Carpenter/Concreter → Leading Hand → Site Supervisor → Foreman
Each rung has clear capability definitions and linked training so people see the path, not just the post.
Why employers use this
- Faster fills & internal mobility: Promote from within with evidence.
- Compliance confidence: Right licence, right site, right time.
- Lower training waste: Only what closes the gap.
- Retention up: Visible pathway = people stay.
- Job-ready proofs: Show, don’t tell” portfolio attached to each application.
Governance, privacy & verification
- Worker-owned data; employer-controlled views via permissions.
- Expiry tracking for licences/tickets with reminders.
- Verified evidence (assessor sign-off, RTO completion, geo/time-stamped media).
- Audit trail for HR/ISO/WHS.
Implementation (2 weeks typical)
Upload current roles/promotion profiles (we’ll template if you don’t have them).
Invite team; auto-import existing certs/licenses.
Turn on AI Gap Analysis for key roles.
Review Readiness Reports in monthly 1:1s and during workforce planning.
FAQs
Ready to map skills to promotions—role by role?