TalentGuard Review

Austin, TX
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TalentGuard At A Glance

Good: Talent competency library of 2,500 competencies and 3,000 job roles, companies can customize their own competency libraries, strong focus on employee career development.
Bad: Doesn't offer built-in recruiting management but it does integrate with some recruiting solutions, not intended for small businesses.
Bottom Line: Talent management solution that includes nine modules to help companies develop and retain employees.

Product Overview

TalentGuard is an end-to-end cloud-based talent management solution designed to help companies attract, develop and retain employees.

The solution includes nine modules, which are competency management, performance management, career pathing, succession planning, 360-degree feedback, development planning, certification tracking, learning management system and compensation planning.

TalentGuard is built on a core competency framework that helps companies determine proficiency in a job role by combining criteria such as an employee’s knowledge, skills and abilities. It offers a talent competency library that’s both industry- and job-specific. The library consists of over 2,500 competencies and 3,000 job roles, and it’s broken up into four areas: Core, Leadership, Functional and Technical. It also includes features such as interview questions, employee career development and goals, performance review assistance and more.

Companies have the option of either using the competency library or customizing their own competencies with help from TalentGuard.

We describe the TalentGuard modules in our Features section below.


Here are the main features of each TalentGuard module:

Competency management

  • Customize a competency framework or use the built-in TalentGuard competency library
  • Ability to manage centralized competencies and job role profiles for entire company
  • Ability for employees and managers to complete competency-based reviews
  • Ability to create competency-based job roles
  • Built-in dashboard to help identify key employees that have specific competencies for specific roles

Career pathing

  • Helping employees with career development that may be lateral and not in a traditional job ladder
  • Career path builder that’s either interactive or in a table layout that maps an employee’s career progression within the company
  • Ability to create job descriptions (known as role profile descriptions) that allow companies to determine if specific areas (such as skills, qualifications or experience) are mandatory in a job role
  • Career Role Finder functionality that helps employees figure out new career paths in a company, along with skills or qualifications needed to get to them

Performance management

  • Customizable review templates based on organization’s requirements and preferences
  • Workflow functionality, such as alerts to remind employees and managers of an upcoming performance review, ability to send an employee’s review through multiple levels of approvals (such as boss’s boss) and automatic acknowledgements that are triggered by a specific activity
  • Ability to create corporatewide, department or employee-specific goals
  • Performance review rating scales using numbers, percentages, colors or labels
  • Corrective action plan if an employee’s performance rating is below a specific threshold
  • Snapshots feature allowing the company to capture an employee’s performance at various times of the year (performance rating is automatically captured based on the snapshot)

360-degree feedback

  • Unlimited number of feedback participants
  • Unlimited number of feedback questionnaires
  • Unlimited number of ratings scales in each questionnaire, as well as the ability to create rating scales
  • Ability to run reports on various criteria, such as review completion status or outstanding feedback invitations
  • Integrates with competency management module

Compensation management

  • Access to market-rate data and surveys to determine salary benchmarks
  • Configured to meet company’s unique salary requirements
  • Budget and allocation guidelines (e.g., discretionary and non-discretionary pay, salary adjustment criteria or merit increase recommendation based on performance)
  • Compensation data analytics and reporting functionality such as dashboards and standard and ad-hoc reporting
  • Manager access to employee compensation history as well as a compensation worksheet to calculate merit-based raises and bonuses

Succession planning

  • Talent Finder to help companies find internal employees with relevant skills and qualifications to fill job roles
  • Self-service Talent Profiles for each employee so they can create their own career paths, identify and update skills and qualifications, and create development plans
  • Talent Pool functionality that allows companies to determine “at-risk” job roles or positions and create talent pools to fill those roles
  • Companywide organizational chart that can be collapsed or expanded
  • Ability to customize talent and succession criteria based on company’s requirements

Learning management system

  • Supports blended learning approach (combination of classroom and online learning)
  • Ability for administrators to create specific curriculum
  • Ability to create prerequisities for specific courses
  • Course scheduling system
  • Unlimited number of content and class resources
  • Automatic assignment of courses based on employee’s performance rating and qualifications
  • Employee access to course history, requirements and assessment scores

Certification tracking

  • Automatic alerts when certifications need to be renewed
  • Ability for employees to update their own certification records
  • Ability for managers to create development goals and plans relating to an employee’s certification
  • Assigning a single course or a series of training courses to employees to complete certification requirements
  • Ability to add unlimited certification requirements (administrators can also create optional or mandatory learning requirements)
  • Single-view dashboards to see which employees need to be recertified, as well as the status of each certification

Development Planning

  • Automatic monitoring of employees’ developmental progress
  • Ability for managers to recommend and track employees’ goals, and give coaching feedback when needed (rather than wait for a performance review)
  • Employee feedback from peers, managers, executives or stakeholders

Target Market

TalentGuard targets medium, large and enterprise organizations in a variety of industries, such as health care, higher education, manufacturing and more.

We’ve listed 10 of its customers below:

  • Applied Materials
  • Campbell's
  • Corporate Fitness Works
  • Dell
  • Heartland Dental
  • MD Anderson Cancer Center
  • Sophos
  • Starz
  • Wayside Schools
  • Whataburger

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TalentGuard provides clients with an implementation and onboarding process that’s customized to meet their needs.

Customer Service & Support

TalentGuard’s mission is to provide not only technical support, but also information about best practices and advice on talent management issues. The vendor supports both end users and administrators, and it also maintains an interactive community for users to connect with other users.


TalentGuard doesn’t publicly release pricing information. Please contact them directly for a price quote.


Although it has features such as interview questions, TalentGuard doesn’t offer a dedicated recruiting management tool. It does, however, integrate with several recruiting solutions. Companies that require a built-in recruiting function can look at our reviews on HRsoft or IBM Kenexa.

TalentGuard also isn’t targeted to small businesses.


TalentGuard Screenshot 1
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Founded in 2007, TalentGuard’s vision is to help companies focus on their most important asset – their employees – by developing talent management solutions to help with attracting, developing and retaining them long-term.

The vendor has a set of eight core values: leadership, entrepreneurship, collaboration, service excellence, reputation, ownership, community involvement and passion.

TalentGuard’s talent management solutions are built on a core career competency framework combining employees’ behavior, skills, qualifications and work styles. To date, the content framework library has over 2,100 competencies and 2,800 job profiles that include industry-specific or job-specific profiles.

The solution has received recognition in several areas, such as Most Promising HR Technology (CIOReview), Top Talent Management Technology (HRO Today) and Best HR Technology Finalist (The Cloud Awards).

Headquartered in Austin, TX, TalentGuard has office locations worldwide, including Boise, ID; St. Louis, MO; Ontario, Canada; Mexico City and Lebanon.

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