Docs

Under the hood.

Capabilities, architecture, the ontology, and where the data comes from. SMART is a real, runnable system — this is what's actually inside it.

A chalkboard densely covered in handwritten scientific equations.

Capabilities

What the system does.

  • Per-individual capability graphsLive proficiency, confidence, evidence and decay per person, measured against role requirements.
  • Three AI copilotsCapability Mirror (assess), Personal Coach (RAG-grounded, SOP-cited guidance + microlearning), Career Navigator (prerequisite-ordered route to a target role).
  • JD → training pipelineDissect a job description into required skills, assemble the ideal evidence-backed set, gap-analyse against an incumbent, emit a cited training plan.
  • Ideal-workforce design & scenariosModel the capability distribution a function should have and test interventions against it.
  • Knowledge & bus-factor analysisSurface concentration risk, capture knowledge into reusable assets, model the cost of a departure.
  • Profit-lever mappingSkills linked to named profit levers so capability connects to business outcomes.
  • PPI-for-People analyticsCoverage, engagement, intervention effectiveness, and real AI token/cost captured per copilot call.
  • Multilingual UI43 languages with flagged English fallback for untranslated strings.

Architecture

TypeScript end to end, one deployable.

A React + Vite single-page app talks to an Express + SQLite server over a small JSON API. Model keys live server-side and never reach the browser.

Provider-agnostic by design. The LLM client speaks the OpenAI-compatible protocol, so the chat and embedding models are swappable via environment configuration. With no key set, the system stays fully runnable on deterministic, clearly-labelled offline fallbacks.

The ontology

Assets → skills → roles.

The ontology is the data spine. It's compositional, queryable, and additive — new skills can be minted from real work without breaking what's already modelled.

Asset

The atomic learnable or deliverable unit — a procedure, a piece of knowledge, a technique, a tool-use. The smallest thing you can actually build or demonstrate.

Skill

A composition of assets plus an evidence pack describing what builds that capability best. A skill is never just a label — it carries the proof of how to develop it.

Role

A composition of skills with proficiency targets. Roles are what JDs map onto and what gap analysis measures a person against.

The graph is queryable end to end. In the current demo dataset that's 27 assets, 28 skills and 8 roles — and it grows as the pipeline mints novel skills from real job descriptions.

Data provenance

Where the data comes from.

The evidence model

Every skill carries a graded evidence pack. Claims are tiered — peer-reviewed > practitioner > grey — and each carries a source, a date and a confidence. Packs carry a last-reviewed date, and evidence-RANK ensures strong peer-reviewed evidence outranks weak grey at equal textual match.

Synthetic by design

The demo runs on synthetic personas and data. No real Thermo Fisher Scientific staff data is used — the system is modelled against representative operations roles to show the mechanism without touching anyone's records.

Organisation model

The demo is populated against a real, public organisation model — segments, hierarchy, corporate functions and global headcount across 50+ countries. Country-level headcount is a clearly-flagged medium-confidence estimate derived from facility sizes, revenue-share proxy and public location data, since the figures aren't published.

Lever economics

Profit-lever figures in the demo are sourced from the modelled organisation's public 10-K filings. They illustrate how capability connects to financial levers — they are not claims about outcomes SMART itself has produced.