{"id":845,"date":"2026-10-12T00:04:52","date_gmt":"2026-10-11T23:04:52","guid":{"rendered":"https:\/\/expertive.hr\/?page_id=845"},"modified":"2026-10-12T00:04:52","modified_gmt":"2026-10-11T23:04:52","slug":"what-is-a-skills-matrix","status":"publish","type":"page","link":"https:\/\/expertive.hr\/en\/what-is-a-skills-matrix\/","title":{"rendered":"What is a skills matrix"},"content":{"rendered":"\n<!-- EXPERTIVE \u00b7 What is a skills matrix (EN) (\/en\/what-is-a-skills-matrix\/) \u00b7 published 12.10.2026 \u00b7 mirrors \/sto-je-matrica-vjestina\/ v1 -->\n<div id=\"xsm\">\n<style>\n#xsm{--navy:#1F3864;--ink:#1A1A1A;--muted:#5A6477;--line:#D9E1EE;--pale:#E8EFF8;--soft:#F4F6FA;--accent:#C8A24A;--serif:Georgia,serif;--sans:system-ui,-apple-system,\"Segoe UI\",Roboto,Arial,sans-serif;font-family:var(--sans);color:var(--ink);line-height:1.6;font-size:17px;max-width:1000px;margin:0 auto;padding:0 16px}\n#xsm *{box-sizing:border-box}\n#xsm h1,#xsm h2,#xsm h3{font-family:var(--serif);color:var(--navy);line-height:1.25;margin:0}\n#xsm h1{font-size:clamp(30px,4.6vw,44px);margin:0 0 14px}\n#xsm h2{font-size:clamp(23px,3vw,30px);margin:0 0 14px}\n#xsm h3{font-size:18px;margin:0 0 6px}\n#xsm p{margin:0 0 14px}\n#xsm section{padding:40px 0;border-bottom:1px solid var(--line)}\n#xsm section:last-of-type{border-bottom:0}\n#xsm .eyebrow{font-size:13px;letter-spacing:.14em;text-transform:uppercase;color:var(--muted);font-weight:600;margin-bottom:10px}\n#xsm .lead{font-size:20px;line-height:1.55;max-width:760px}\n#xsm .quip{font-family:var(--serif);font-style:italic;color:var(--navy);font-size:19px;border-left:3px solid var(--accent);padding:4px 0 4px 16px;margin:18px 0 0;max-width:720px}\n#xsm .grid{display:grid;grid-template-columns:repeat(auto-fit,minmax(260px,1fr));gap:16px}\n#xsm .card{background:#fff;border:1px solid var(--line);border-radius:10px;padding:18px 20px}\n#xsm .card p{font-size:15.5px;margin:0}\n#xsm .tw{overflow-x:auto;margin:6px 0 18px}\n#xsm table{border-collapse:collapse;width:100%;min-width:560px;font-size:15px}\n#xsm th,#xsm td{border-bottom:1px solid var(--line);padding:9px 10px;text-align:left;vertical-align:top}\n#xsm th{font-size:13px;color:var(--muted);text-transform:uppercase;letter-spacing:.06em;font-weight:600}\n#xsm td.n{text-align:center;font-family:var(--serif);font-size:18px;color:var(--navy);white-space:nowrap}\n#xsm td.n small{display:block;font-family:var(--sans);font-size:12px;color:var(--muted)}\n#xsm .small{font-size:14px;color:var(--muted)}\n#xsm ol.uses{padding-left:22px;margin:0}\n#xsm ol.uses li{margin:8px 0}\n#xsm .note{background:var(--pale);border-radius:12px;padding:20px 22px}\n#xsm .btns{display:flex;gap:12px;flex-wrap:wrap;margin-top:8px}\n#xsm .btn{display:inline-block;padding:13px 22px;border-radius:6px;font-weight:600;text-decoration:none;font-size:16px}\n#xsm .btn.primary{background:var(--navy);color:#fff}\n#xsm .btn.ghost{border:1.5px solid var(--navy);color:var(--navy);background:#fff}\n@media (max-width:560px){#xsm{font-size:16px}#xsm section{padding:30px 0}}\n<\/style>\n<section>\n  <p class=\"eyebrow\">Skills matrix \u00b7 what it is and what it is for<\/p>\n  <h1>Same job title, different job<\/h1>\n  <p class=\"lead\">A skills matrix is a list of the skills a role requires and the level expected for each of them. It is not a rating of a person or a personality test, but a map: how far what you do routinely is from what your role, here and now, actually requires.<\/p>\n  <p class=\"quip\">A warehouse doorman who is \u201cflexible\u201d has a job title: former doorman.<\/p>\n<\/section>\n\n<section>\n  <p class=\"eyebrow\">An example<\/p>\n  <h2>Three doormen<\/h2>\n  <p>The same job title, three completely different jobs. The scores are illustrative; the behaviour level runs from 1 to 9.<\/p>\n  <div class=\"tw\"><table>\n    <thead><tr><th>Skill<\/th><th>Warehouse<\/th><th>3\u2605 hotel on the Adriatic<\/th><th>Waldorf Astoria, New York<\/th><\/tr><\/thead>\n    <tbody>\n      <tr><td>Working by rules and procedure<\/td><td class=\"n\">9<\/td><td class=\"n\">5<\/td><td class=\"n\">6<\/td><\/tr>\n      <tr><td>Independent judgement (flexibility)<\/td><td class=\"n\">2<\/td><td class=\"n\">6<\/td><td class=\"n\">8<\/td><\/tr>\n      <tr><td>Reading people and empathy<\/td><td class=\"n\">3<\/td><td class=\"n\">6<\/td><td class=\"n\">9<\/td><\/tr>\n      <tr><td>Communication (languages, tone, discretion)<\/td><td class=\"n\">3<\/td><td class=\"n\">7<\/td><td class=\"n\">9<\/td><\/tr>\n      <tr><td>Staying calm under pressure<\/td><td class=\"n\">5<\/td><td class=\"n\">7<small>August, 40 \u00b0C, three coaches<\/small><\/td><td class=\"n\">8<\/td><\/tr>\n      <tr><td>Remembering people and details<\/td><td class=\"n\">6<small>who may enter<\/small><\/td><td class=\"n\">4<\/td><td class=\"n\">9<small>guest\u2019s name, car, habits<\/small><\/td><\/tr>\n    <\/tbody>\n  <\/table><\/div>\n  <div class=\"grid\">\n    <div class=\"card\"><h3>Warehouse<\/h3><p>The job is control: check the documents, log every entry and exit, let no one through without an order. A doorman who waves a truck through without papers because the driver is likeable is not a good doorman \u2014 he is a risk.<\/p><\/div>\n    <div class=\"card\"><h3>Three-star hotel<\/h3><p>The job is resourcefulness in high season: luggage, parking, a tip for a good tavern and directions to the beach in German, all in the same five minutes. Rules exist, but a guest with a broken-down car doesn\u2019t read the manual.<\/p><\/div>\n    <div class=\"card\"><h3>Waldorf Astoria<\/h3><p>The job is the guest experience: he knows you by name before you step out of the car and never says \u201cno\u201d, only \u201chere is what I can do\u201d. Discretion is part of the job description; what he sees at the door stays at the door.<\/p><\/div>\n  <\/div>\n  <p style=\"margin-top:18px\"><b>The point:<\/b> the best warehouse doorman would be average at the Waldorf, and vice versa. The problem is not the person but wrongly set levels. It\u2019s the same with directors.<\/p>\n<\/section>\n\n<section>\n  <p class=\"eyebrow\">What determines what is required<\/p>\n  <h2>Industry, company stage and level<\/h2>\n  <div class=\"grid\">\n    <div class=\"card\"><h3>Industry<\/h3><p>In a software company, a team leader gets things moving with 60% of the information and corrects course on the way. In a bank or an audit firm, the same person at the same level wants 95% of the information and a signature \u2014 and \u201ccorrecting on the way\u201d is called an audit finding.<\/p><\/div>\n    <div class=\"card\"><h3>Company stage<\/h3><p>A start-up needs speed, improvisation and one person doing three jobs; a mature company needs collaboration beyond your own team, influence without formal power and respect for process. The hero of early Google can easily become \u201cthe one who ignores processes\u201d at mature Google. I watched the same thing from the front row: Iskon in its early days and Podravka or Croatia osiguranje ask very different things of a CFO.<\/p><\/div>\n    <div class=\"card\"><h3>Level<\/h3><p>A junior auditor works by the rules and escalates anything outside them; there, flexibility is a flaw. A senior partner with major clients decides alone and sometimes has to accommodate the client; there, flexibility is a virtue. Specialists hardly delegate at all, while for a director delegation is a core skill.<\/p><\/div>\n  <\/div>\n<\/section>\n\n<section>\n  <p class=\"eyebrow\">What it is for<\/p>\n  <h2>Development first, then assessment and selection<\/h2>\n  <ol class=\"uses\">\n    <li><b>Working on yourself.<\/b> Where am I compared with what my role requires? I pick one or two skills, not ten.<\/li>\n    <li><b>Before a new role or promotion.<\/b> The skills that got you here are not necessarily the ones you need there. The matrix shows the gap before the results do.<\/li>\n    <li><b>Feedback to others.<\/b> A conversation about behaviour and level (\u201cin this kind of situation the role requires X, and we see Y\u201d), not about the person (\u201cyou\u2019re not proactive enough\u201d).<\/li>\n    <li><b>A development conversation with your manager.<\/b> Agreeing which level the role really requires. Both sides are often surprised.<\/li>\n    <li><b>Hiring.<\/b> A role profile before the job ad, a skills-based interview, and less risk of hiring a \u201cclone of the predecessor\u201d when the role has meanwhile changed.<\/li>\n    <li><b>Team and succession.<\/b> A team map: who covers which skill, where the gaps are and who is ready for the next step up.<\/li>\n    <li><b>When the company changes stage.<\/b> Growth, acquisition or restructuring: the same role requires different levels overnight, and people are the last to find out.<\/li>\n  <\/ol>\n  <div class=\"note\" style=\"margin-top:22px\">\n    <p style=\"margin:0\"><b>The method and the report are not the same thing.<\/b> The matrix as a role profile is also used in hiring and team planning. The <a href=\"https:\/\/expertive.hr\/en\/skills-matrix-360\/\" style=\"color:var(--navy);font-weight:600\">Skills Matrix 360<\/a> report, in which you are rated by the people you work with, serves development only and is never used for decisions on pay, promotion or dismissal. We tell the raters this in advance; otherwise they would tell us what they think we want to hear.<\/p>\n  <\/div>\n<\/section>\n\n<section>\n  <p class=\"eyebrow\">How we do it<\/p>\n  <h2>Two ways to see your matrix<\/h2>\n  <div class=\"grid\">\n    <div class=\"card\"><h3>Skills Matrix (free)<\/h3><p>A self-assessment of nine skills, about eight minutes. You see the result straight away, alongside the level your role expects. Currently in Croatian.<\/p><\/div>\n    <div class=\"card\"><h3>Skills Matrix 360<\/h3><p>Ten skills chosen for your role, a self-assessment and 3 to 10 raters, the coach\u2019s personal assessment and a conversation about the result.<\/p><\/div>\n  <\/div>\n  <div class=\"btns\" style=\"margin-top:20px\">\n    <a class=\"btn primary\" href=\"https:\/\/expertive.hr\/matrica-vjestina\/\">Take the Skills Matrix (in Croatian)<\/a>\n    <a class=\"btn ghost\" href=\"https:\/\/expertive.hr\/en\/skills-matrix-360\/\">Skills Matrix 360<\/a>\n  <\/div>\n  <p class=\"small\" style=\"margin-top:14px\">An original method by Miroslav Klepa\u010d \u00b7 miroslav.klepac@expertive.hr<\/p>\n<\/section>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Skills matrix \u00b7 what it is and what it is for Same job title, different job A skills matrix is a list of the skills a role requires and the level expected for each of them. It is not a rating of a person or a personality test, but a map: how far what you [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"elementor_header_footer","meta":{"nf_dc_page":"","footnotes":""},"class_list":["post-845","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>What is a skills matrix - Expertive<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/expertive.hr\/en\/what-is-a-skills-matrix\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"What is a skills matrix - Expertive\" \/>\n<meta property=\"og:description\" content=\"Skills matrix \u00b7 what it is and what it is for Same job title, different job A skills matrix is a list of the skills a role requires and the level expected for each of them. 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