On average, each internal move added five months of tenure. Multiply that across Lennox’s 4,800 tracked internal moves, and the company effectively retained more than 2,000 years’ worth of institutional knowledge.
Base
Clean up your skills data before you build anything on top of it
Base gives you a single, expert-curated skills ontology: the foundation that Gigs uses to match people to projects, what Mobility uses to recommend roles, and what Succession uses to build pipelines.
Why organizations like yours use Base
Every talent product — matching, mobility, succession, development — is only as good as the skills data underneath it. If that data is fragmented, duplicated, or stale, everything downstream inherits the problem.
Your matching is only as good as your data
When skills data lives in spreadsheets, job descriptions, and three disconnected systems, matching produces noise. Gigs recommends the wrong people. Mobility surfaces irrelevant roles. Succession pipelines can’t be trusted. Base fixes this at the root.
AI-generated taxonomies create more problems than they solve
Auto-generated and self-reported skills produce thousands of duplicates and inconsistencies. Fuel50’s ontology is hand-curated by I/O psychologists — that’s why it has detailed proficiency levels, development actions, and zero duplicates.
Skills language decays faster than you think
The skills your organization needed 18 months ago aren’t the same ones you need now. Base updates continuously from labor market data, so your ontology reflects what the market actually demands — not what was in last year’s job descriptions.
Your skills data, unified and governed
Base centralizes your skills language into one expert-curated source of truth — so every product, team, and decision draws from the same foundation.
Skills Ontology
A robust library of 5,000+ skills, uniquely curated by Fuel50’s dedicated team of I/O Psychologists and HR Specialists in order to avoid duplicative skills and quality dilution.
- Constantly updated based on labor market data signals and trends
- Incorporates diversity, equity, inclusion and belonging reviews to ensure zero bias
- Multi-dimensional with detailed skill definitions, proficiency levels, and development actions
Analytics and Insights
Data-driven intelligence that provides insights into talent, skills, and performance data.
- In-app dashboards and reports
- Data enables informed decision-making and strategic workforce planning
Skills Profile
Visual representation of an employee’s skills profile.
- Profile includes a skills analysis report, with options to rate and add additional skills.
- Employees can discover skills by current role, target roles, and advanced search including skills categories.
Employee Profile
Centralized view of employee information.
- Includes personal details, role profile, role history, qualifications, and certifications.
“We’ve been so impressed with the accuracy of the skills and capability profiles that we’ve been able to create through using the Fuel50 Talent Ontology™.”
Hannah Wysome
Former Head of People Enablement
City & Guilds
What’s at stake when your skills data is fragmented, duplicated, or stale?
Gigs matches the wrong people to projects.
Managers lose trust in the system after two bad recommendations and go back to emailing their network. Adoption dies.
Mobility surfaces irrelevant roles.
Employees see career paths that don’t make sense for them. They stop logging in. Your internal marketplace becomes a ghost town.
Succession pipelines can’t be trusted.
If the skills data underneath isn’t right, “ready now” candidates aren’t actually ready. You find out when it’s too late — during the transition.
Development feels generic.
Skill gap analysis only works when the skills are defined correctly. Bad data means bad recommendations, and employees tune out another system that doesn’t understand them.
The alternative: A curated, governed ontology means every product in the stack — Gigs, Mobility, Development, Succession, Coach — is working from the same clean data. Matching works. Pipelines are trustworthy. Planning is defensible.
How Lennox Increased Internal Mobility And Employee Tenure Using Fuel50
On average, at Lennox, each internal move added five months of tenure. Multiply that across Lennox’s 4,800 tracked internal moves, and the company effectively retained more than 2,000 years’ worth of institutional knowledge. Each goal added to an IDP was linked to 25 extra days of tenure, and each developmental action to another 17 days. Even a modest level of engagement—just a few goals and actions—could easily translate into an additional year of tenure for an individual.
Success Stories
Fuel50 is partnered with over 80 industry-leading brands.
University of California, Irvine
UCI is a strong advocate for learning, development, growth, and progression for students and employees alike. To ensure their employee experience is adequately supporting the needs and wants of their people, UCI conducts regular engagement and culture surveys.
CarTrawler
The team at CarTrawler noticed a common theme in their feedback surveys over the last few years – employees were craving career growth and development, but they lacked visibility into where those opportunities were and how they could access them. Marie Power, Director of Talent at CarTrawler, knew a complete…
Smartsheet
As Smartsheet continued to expand and grow, employees needed increased visibility into the opportunities available across the organization so they could discover future career paths, drive their own development, and take charge of their careers.
KeyBank
KeyBank needed a more modern way to align all employees across the organization, help them stay connected, feel included, and give everyone across the enterprise insight into their skills and capabilities.
Telecommunications Story
With Fuel50, this organization has created robust and diverse talent pipelines and made significant progress in succession planning across the business. Their HR department is now ready, armed, and able to focus on employee engagement and growth.
Relayr
As a fast-growing company in a highly competitive market, Relayr understands the importance of retaining skilled talent and they needed a solution that would broaden both their internal talent mobility and talent identification efforts.
Avalere Health
Avalere Health needed a way to scale skill identification in a highly acquisition-focused environment and understand what skill gaps they will need to close, to be future-ready. As a result, their overarching talent strategy needed to evolve.
NetApp
NetApp was looking to find a way to future-proof their talent. They wanted to enable and support internal talent mobility throughout their organization to ensure that they were developing and retaining their people.
Allied Irish Banks (AIB)
With a 94.72% uptake of the Fuel50 software and a new career structure, employees at AIB were empowered to develop their careers. Explore new opportunities, move in different directions, and progress in exciting ways.
Find out how Base can transform your business
Base FAQ
Base eliminates fragmented skills data, duplicate taxonomies, and inconsistent language that slow workforce planning. With a unified foundation, you get faster matching, more accurate gap analysis, and trusted data that powers every downstream talent decision.
Fuel50’s ontology is curated by I/O Psychologists and HR Specialists—not auto‑generated. This means zero duplicates, detailed proficiency levels, development actions, and continuous updates based on labor market signals rather than noisy self‑reported data.
Every skill in the ontology undergoes diversity, equity, inclusion, and belonging reviews. This ensures the language and definitions don’t inadvertently exclude or disadvantage any group—so matching and planning are fair from the foundation up.
Base is the foundation that powers Gigs, Mobility, Development, and Succession. The unified skills language ensures matching, gap analysis, and planning are consistent across every module—so you get compounding value as you add capabilities.
Base acts as the unified skills layer that enriches your entire HR ecosystem—including Workday, SAP, and Oracle. Integrations ensure employee profiles stay current and validated skills data flows where it’s needed, improving the matching, learning, and mobility capabilities these platforms weren’t designed to deliver on their own.
In‑app dashboards show skills coverage, assessment completion, and data quality metrics. Insights connects skills data to business outcomes like time‑to‑fill, internal mobility rates, and gap closure—so you can prove ROI to stakeholders.
Delivery includes dedicated project management, configuration cycles, and skills strategy consulting to align the ontology to your roles and industry. Post‑launch support and knowledge base access help you sustain improvements over time.
Top Resources
Learn more about the industry and insights from the Fuel50 Team
Fuel50 Simplifies Skills Creation, Mapping, and Governance, Saving Organizations Over 500 Business Days
LSEG Wins Prestigious Brandon Hall Group Award for Excellence in Technology
Fuel50 Partners with Visier to Drive Skills-Based Workforce Planning and Career Growth via Open Skills Initiative
Fuel50 and GTH Forge Strategic Partnership to Accelerate Skills-Powered Workforce Transformation Across Europe
Fuel50 Honored with Bronze Stevie® Award at 2025 International Business Awards®
Fuel50 Unveils Insights: The Executive-Ready Analytics Platform Reinventing Talent Intelligence
Fuel50 Named a World Top WorkTech Vendor for 2025
Fuel50 Announces Launch of ‘Succession’: Modernizing Skills-First Succession Planning for Agile Enterprises
Fuel50 Unveils Bold Rebrand, Positioning Itself as Leader in Solving the Global Skills Crisis
Award Winning Talent Intelligence Company Fuel50 Unveils ‘Skill Inventory’: Revolutionizing Skills Management
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