Find the right destination
Understand what the person already knows, where that knowledge matters, and which new role provides a credible path forward.
The proposed approach
A course ends too early. The transition ends when the new role works.
SkillSiftr is being designed around four connected responsibilities. Each one should make the next one more likely to succeed.
Learn what that role requires
Build a focused plan around the real gap: AI tools, governance, process redesign, or another capability required for that destination.
Move into the role
Connect learning to employers and actual work. Placement is part of the model because a certificate alone does not complete a transition.
Make the transition last
Support the worker and employer while the role, expectations, and new way of working become real.
What makes it different
The proposed model starts with a destination, not a library of lessons.
The research is testing whether four design choices can make workforce transition more useful than training on its own.
Experience is an input
A worker's years in sales, customer success, marketing, operations, or management help determine the destination. They are not treated as obsolete history.
Employers shape the bridge
Company needs help define the role and the missing capability, so the learning is connected to real work.
AI supports personalization
The proposed platform would use AI to adapt assessment, learning, and support. Vetted human coaching would remain part of the model where judgment matters.
Success is the transition
The intended result is sustained work in a useful role. Enrolment, lesson completion, and certificates are steps, not the final outcome.
Before displacement
The best time to begin may be before the job disappears.
One research question is whether employers can identify changing roles early enough to help people move while they still have income, context, and momentum.
“Do not wait for experience to become unemployment before finding where it belongs next.”
This model is proposed, not proven.
The current research must determine which first transition is narrow enough to test, what employers will actually support, and what evidence would justify a launch.