I am an end user of Eightfold Talent Intelligence Platform. In my previous company, I was using Eightfold Talent Intelligence Platform's Talent Management module, which also included Job Intelligence. In my current role, we are going to be exploring what they now refer to as Talent Design. We are currently working with the latest version of Eightfold Talent Intelligence Platform because I have switched organizations. Based on two different engagements, we are now evaluating engaging with Design, but my previous usage was with Talent Management. I would not be able to tell you the version that my previous employer is on now due to a break in employment between the two. We are using Eightfold Talent Intelligence Platform to help us identify how skills are trending and to inform our job architecture. What we are going to be doing now is evaluating how they can help us through their Talent Design module, which also includes their Job Intelligence engine, on how that helps us in essence do our strategic workforce planning. In terms of the benefits of Eightfold's AI-powered skills assessment in my talent management process, I would say it is quick, it is easy, and their interface makes it actionable. I have not had direct experience of the impact of the personalized career pathing features on employee retention in my organization, but that is part of the use case that we are looking to engage Eightfold for. It is the reason we are looking to use it on an enterprise level, as well as what it enables individually for an employee when they have put their skills data into Eightfold. In terms of my previous experience with Eightfold Talent Intelligence Platform, improvements in diversity hiring strategies were run through our talent acquisition team, so that was not part of the use case we had with Eightfold since we were looking at it more from a job architecture and internal mobility perspective.
The intended use case for Eightfold Talent Intelligence Platform ( /products/eightfold-talent-intelligence-platform-reviews ) was going to be for a smaller chemical manufacturing consulting company that I was working for, and ultimately, I decided that those solutions weren't the best fit for the size and scale of the company. The data needed to collect and analyze with both Eightfold and Phenom was a little bit greater than what the company had money-wise to invest in, so I actually ended up going away from those solutions. I looked into them from the standpoint of corporate integration and what worked with their ERP ( /categories/erp ) system, and ultimately decided those weren't the best fit.We did not fully deploy Eightfold Talent Intelligence Platform; we did not use the product. I worked on a consultancy project looking at AI solutions from a SaaS perspective with Eightfold Talent Intelligence Platform and Phenom, comparing that to developing individual agents, so I only worked on it for about six months.
We've done some customizations on top of it, but it really focuses on leader management at the executive level – things like succession planning and leader development. We haven't used it from a talent acquisition standpoint. It's really just been for talent management. We primarily use their succession planning features. The AI component recommends potential successors for roles we're trying to fill or plan for.
I help align eightfold.ai within our corporate portfolio, primarily with our human capital management (HCM) application and some of our other lines of business, to help in the recruiting process. We also embed the technology and the intellectual property that eightfold.ai has built to accelerate our solution.
We're using the talent acquisition capabilities in Eightfold, and it's really driving the CRM capabilities. We use it for recruiting staff and to drive user communities that we can access when we have new roles open.
The Department of Defense only knows what it has trained its members to do. It has total blindness to what reservists and guardsmen are capable of doing or what experience they may have from their private sector work. Eightfold is going to allow us to have access and insights into the civilian, the private sector, expertise of our reservists and guardsmen and to be able to use that expertise to advance our work within the Space Force and other service components of the military. We are expecting it to revolutionize the way we work.
Learn what your peers think about Eightfold Talent Intelligence Platform. Get advice and tips from experienced pros sharing their opinions. Updated: January 2026.
Eightfold Talent Intelligence Platform enhances hiring efficiency through AI-driven talent matching, utilizing both internal and external networks for candidate selection and skill assessments, streamlining recruitment processes.Designed for improved recruitment strategies, Eightfold Talent Intelligence Platform leverages AI to provide talent mapping and market insights, facilitating skill-based candidate rediscovery. Organizations benefit from its intuitive design, responsive support, and...
I am an end user of Eightfold Talent Intelligence Platform. In my previous company, I was using Eightfold Talent Intelligence Platform's Talent Management module, which also included Job Intelligence. In my current role, we are going to be exploring what they now refer to as Talent Design. We are currently working with the latest version of Eightfold Talent Intelligence Platform because I have switched organizations. Based on two different engagements, we are now evaluating engaging with Design, but my previous usage was with Talent Management. I would not be able to tell you the version that my previous employer is on now due to a break in employment between the two. We are using Eightfold Talent Intelligence Platform to help us identify how skills are trending and to inform our job architecture. What we are going to be doing now is evaluating how they can help us through their Talent Design module, which also includes their Job Intelligence engine, on how that helps us in essence do our strategic workforce planning. In terms of the benefits of Eightfold's AI-powered skills assessment in my talent management process, I would say it is quick, it is easy, and their interface makes it actionable. I have not had direct experience of the impact of the personalized career pathing features on employee retention in my organization, but that is part of the use case that we are looking to engage Eightfold for. It is the reason we are looking to use it on an enterprise level, as well as what it enables individually for an employee when they have put their skills data into Eightfold. In terms of my previous experience with Eightfold Talent Intelligence Platform, improvements in diversity hiring strategies were run through our talent acquisition team, so that was not part of the use case we had with Eightfold since we were looking at it more from a job architecture and internal mobility perspective.
The intended use case for Eightfold Talent Intelligence Platform ( /products/eightfold-talent-intelligence-platform-reviews ) was going to be for a smaller chemical manufacturing consulting company that I was working for, and ultimately, I decided that those solutions weren't the best fit for the size and scale of the company. The data needed to collect and analyze with both Eightfold and Phenom was a little bit greater than what the company had money-wise to invest in, so I actually ended up going away from those solutions. I looked into them from the standpoint of corporate integration and what worked with their ERP ( /categories/erp ) system, and ultimately decided those weren't the best fit.We did not fully deploy Eightfold Talent Intelligence Platform; we did not use the product. I worked on a consultancy project looking at AI solutions from a SaaS perspective with Eightfold Talent Intelligence Platform and Phenom, comparing that to developing individual agents, so I only worked on it for about six months.
We've done some customizations on top of it, but it really focuses on leader management at the executive level – things like succession planning and leader development. We haven't used it from a talent acquisition standpoint. It's really just been for talent management. We primarily use their succession planning features. The AI component recommends potential successors for roles we're trying to fill or plan for.
I help align eightfold.ai within our corporate portfolio, primarily with our human capital management (HCM) application and some of our other lines of business, to help in the recruiting process. We also embed the technology and the intellectual property that eightfold.ai has built to accelerate our solution.
We're using the talent acquisition capabilities in Eightfold, and it's really driving the CRM capabilities. We use it for recruiting staff and to drive user communities that we can access when we have new roles open.
The Department of Defense only knows what it has trained its members to do. It has total blindness to what reservists and guardsmen are capable of doing or what experience they may have from their private sector work. Eightfold is going to allow us to have access and insights into the civilian, the private sector, expertise of our reservists and guardsmen and to be able to use that expertise to advance our work within the Space Force and other service components of the military. We are expecting it to revolutionize the way we work.