Phil for Business

People power your business. Architect how they perform.

Built for owners and HR leads. Phil maps every role, writes the documents that go with it and builds the skills your people need to deliver.

Map your first role Talk to us about your team

Role map

Customer Success Manager

Customer team · 6 skills · expected levels

Draft
  • Customer understandingLevel 4 · Integration
  • Clear communicationLevel 4 · Integration
  • Commercial judgementLevel 3 · Adaptation
  • Working with AI toolsLevel 3 · Adaptation
  • Handling escalationLevel 3 · Adaptation
  • Coaching othersLevel 2 · Application
Position descriptionJob adPractice links
Illustrative role map. Yours is drafted from your own website and documents.

Why it matters

Four questions every business should be able to answer.

  1. 1

    The business

    Do you know what the business needs, and how your market is changing?

    Phil starts from your website and documents: what you do, who you serve, how you work.

  2. 2

    Roles

    Are your roles designed around those needs?

    Phil maps each role into the skills it needs, with five clear levels.

  3. 3

    Capability

    Can your people do what each role asks of them?

    Each person can check themselves against their role, privately, and see their practice against each skill.

  4. 4

    Growth

    Are you building that capability, and growing people into the next role?

    Workbench and Roleplay build each skill. Career paths show the next step.

What Phil does for you

No L&D team? Phil does the groundwork.

Maps the skills for every role

Five to ten skills, five levels each, and what good looks like, drafted from a job title, your website and your documents.

Writes the position description

Built automatically from the role map, ready for your edits.

Builds the capability to deliver

Every skill links to Workbench tasks and Roleplay conversations, so people practise the work before it counts.

Also in Phil for Business

  • Job ads with an inclusive language check
  • A skills library shared across roles
  • Compare roles side by side
  • Career paths to the next role
  • Team skills: overlaps and gaps
  • Export to Word, Excel or PDF

The architecture

Five layers. One system.

Each layer is something you can use in Phil today. Together they turn a job title into a standard people can grow into.

  1. Layer 1

    Roles

    Every role mapped into the skills it needs.

    In Phil: Role maps

  2. Layer 2

    Standards

    One skills language, five levels, every role.

    In Phil: Skills library

  3. Layer 3

    Practice

    Each skill linked to realistic practice.

    In Phil: Workbench and Roleplay

  4. Layer 4

    Evidence

    Practice shows against the skill it builds.

    In Phil: Practice evidence and self-check

  5. Layer 5

    Progression

    The next role, and what changes to get there.

    In Phil: Career paths and team skills

Every skill reads the same way, in every role.

Five levels, each describing what a manager could see in the work. Define a skill once and every role uses it.

  1. 1FoundationsCompletes parts of the work with guidance.
  2. 2ApplicationDoes familiar work independently and reliably.
  3. 3AdaptationHandles ambiguity, change and recovery.
  4. 4IntegrationCoordinates complex work across skills, people or teams.
  5. 5MasterySets the standard and shapes how others work.

Progress you can see.

Practice shows against the skill it builds, a private self-check shows where someone stands, and the career path shows what changes on the way to the next role.

Career path

Customer Success ManagerSenior Customer Success Manager

What changes on the way

  • Handling escalationLevel 3 to 4Level 3 shown in 2 Roleplays
  • Commercial judgementLevel 3 to 4Level 3 shown in 1 Workbench task
  • Coaching othersLevel 2 to 3No practice shown yet.
Your self-check. Only you can see it.
Illustrative career path. Team skills and career paths come with Pro.

For managers

Get the best from every person on your team.

A private page for each person you lead, and a coach for the conversations that matter.

“How do I tell Priya her reports keep missing the deadline, without losing her?”
  1. 1Start with what she does well, specifically.
  2. 2Name the pattern and its effect, not her character.
  3. 3Ask what is getting in the way, then agree one change.
Prepare with Phil. Only you see it.
One-on-ones that go somewhere
Phil helps you prepare what to raise, what to ask and what to follow up.
Feedback that lands
Rehearse the hard conversation before you have it.
Notes that remember
What they are working on, what helps and what you agreed. Private to you.
A rhythm that keeps everyone in view
Weekly or fortnightly check-ins, and the dates that matter to them.

Coaching, not monitoring. When someone has their own Phil account, they decide what you see.

Open Support in Phil

Where to start

Start with one role.

Pick the role that matters most this quarter. Phil drafts it from the title, your website and any documents you have. You shape it from there.

Needs a Phil account. Role maps come with paid plans, and each role uses credits from your plan.

Map your first role See plans and credits

Built to support judgement, not replace it.

People review every draft
Role maps, descriptions and ads are drafts for your judgement. Phil makes no hiring or performance decisions.
Self-checks stay private
Only the person who completes a self-check can see it. Their team and managers can’t.
Practice is not proof of employment
Practice evidence shows how someone is developing. It is not a credential or a substitute for your own assessment.

The model behind it

Performance is built at two levels.

AI can make work feel easier while weakening the habits that make people good at it. In a business, that risk becomes structural. Phil is built on six capabilities that matter at both levels.

Read the research

  1. 01Judgement

    Knowing what to trust, what to check and when a person must decide.

  2. 02Metacognition

    Noticing your own thinking before AI finishes it for you.

  3. 03Fluency

    Working with AI efficiently, at the depth the task needs.

  4. 04Development

    Feedback and practice that change how someone works.

  5. 05Architecture

    Roles, standards, practice and evidence that stay aligned as work changes.

  6. 06Model discipline

    Using powerful tools with care for cost, risk and evidence.

For your whole team

Bringing your whole team? Let’s talk.

Tell us about your roles, your team and what you want people to be able to do. We’ll work out the right start with you.

Talk to us