We are building a digital competence infrastructure for individuals, employers, and public stakeholders. It helps you understand, develop, and mobilise competence faster and more precisely.
Briefly describe your challenge. We will put together a personal presentation based on our work for similar clients and email you the link.
A short film about how our products build one shared infrastructure for skills.
MIRA is a framework that makes competence comparable across occupations and industries. In three short videos we move from the whole picture to the two axes the model rests on: how broadly a skill applies, and how deeply it sits.
A short introduction to the whole framework: what MIRA is, the problem it solves, and how it fits together. Start here before moving on to the next two videos.
Why “technical or generic” creates confusion, and what happens when you replace it with a scale from 0 to 100. With examples of skills that have moved.
Breadth tells you how many people can use a skill. Level tells you how well it is performed. Here you see the two together — and why they must be read separately.
Many skills platforms start with employee profiles and end up with noisy keyword lists. We reverse the order. First we establish a consistent role and task architecture anchored in the national occupation catalogue. Then the MIRA framework distinguishes between what someone has learned, what has been tested, and what has actually been demonstrated at work and validated by experts.
The result is an open intelligence layer that strengthens the HR and recruitment systems you already use, with recommendations that can be explained.
Education, experience, interests, leisure activities, and goals are gathered in one place.
MIRA and the occupations catalogue turn experience into competences and tasks.
The profile is matched against occupations, jobs, learning, and guidance.
Competence gaps become learning paths, language practice, and qualifications.
A better basis for recruitment, mobility, inclusion, and preparedness.
Verified competence, not self-reporting
Collects and interprets competence in a clear evidence hierarchy: learning completed, knowledge assessed, demonstrated in simulation, documented at work and validated by a manager or expert. Matches against 3,000 occupations.
Start with the work, not the profiles
Before you develop or recruit competence, you need to know what work must be done. Builds a consistent role and task architecture linked to the occupation catalogue and MIRA, the foundation for competency requirements, development conversations, recruitment and workforce planning.
Low-threshold job matching
The operational marketplace where profiles and jobs meet. Makes it easier to find relevant jobs quickly.
AI-based Norwegian language training
Personalised Norwegian language training, from everyday language to professional Norwegian. Reduces language barriers and strengthens participation in working life.
Task-based competence building
Norwegian businesses do not lack the will to train people — they lack a method that actually works in a busy day-to-day, and that preserves the competence built up along the way.
Learning paths and competence gaps
The learning engine that links competence gaps to courses, microlearning, certifications and career paths.
AI analysis and competence mobilisation in crises
Extends the ecosystem from the labour market to societal resilience: analysis of preparedness plans, quality assurance, training and competence mobilisation.
Career choices and career learning for youth
Career learning and occupational exploration for lower-secondary school, built on the same occupation catalogue and competence framework as the rest of the ecosystem. Free access for all Norwegian lower-secondary schools as our contribution to helping young people make good career choices.
Our partners deliver skills enhancement, recruitment, and qualification locally. Close to users and employers, no matter where they are in the country.
Become a PartnerFind out what you can do, what you're suited for, and how to move forward.
Read moreDescribe needs better, find the right competence, and develop your own employees.
Read moreConnect learning, working life, and the student's own experiences.
Read moreMobilise tacit competence, qualify faster, and build robust preparedness.
Read moreFrom a job catalogue of more than 100 roles to kindergartens, schools and work inclusion enterprises.
A large international company established in Norway rebuilt all its job descriptions on the MIRA framework – from uneven quality to one consistent catalogue that can be analysed.
Career Passport combined with Task+, LearnPath and FluentPath has made both identifying new staff and onboarding them considerably more effective.
One of Norway's largest voluntary organisations has adapted Career Passport to its membership organisation and uses it for both overview and systematic upskilling.
Request a presentation tailored to your organisation, or get in touch and we will find the right fit.