Every person your organization sponsors works through the same platform, on their own timeline — assessment, strategy, and career documents, without appointments, IT projects, or staff overhead. Your organization commits seats; each person activates one with an access code.
Extend your team's capacity. Not their workload.
Career services teams do work that moves outcomes. The constraint is capacity. XylaWorks adds a layer that reaches every student — so the advising conversation builds on a positioning read the student has already done.
XylaWorks does not replace career services. It extends them. The institution purchases seats. Each student redeems a seat with an access code and receives the same dimensional assessment, positioning strategy, and document outputs the platform delivers in the direct channel. The platform delivers the read. Your team carries the relationship.
The institution purchases seats through a standard PO or purchasing card, and the access codes that activate them are distributed through whichever channel the office already uses — email, the LMS, the student services portal, counselor handoff. No IT integration. No onboarding period.
Pricing is structured for full-cohort deployment, scaled to your population.
Confidential. Volume-based. No obligation. Registration collects your name, work email, job title, and department; institution name, domain, and type; approximate current enrollment — seats and commercial terms are configured afterward with your team.
A clear read across Demonstrated Competence, Professional Credibility, and Meaningful Contribution. From that baseline, the platform produces a positioning strategy, a résumé and LinkedIn rebuilt from the assessment, interview preparation, a 90-day plan, and market intelligence tuned to the roles the student is considering. Every student keeps what they generate. XylaStudio stays accessible past graduation.
Authorized institutional staff can view the career information and assessment responses the student provides, the scoring inputs used in the assessment, the student's scores and dimensional movement across runs, the platform guidance and strategy, generated work, and permitted engagement information. Your private reflections stay yours. No organization sees them, in any channel.
Staff can compare a student's baseline score with subsequent scores and dimensional changes as the student adds evidence, clarifies direction, or works through the institution's career-development process. XylaWorks reports the movement between runs; it does not present score change by itself as proof that one intervention caused the change.
The last-mile work most programs cannot scale alone.
Workforce programs move participants toward outcomes federal funders and state grantors measure. XylaWorks adds dimensional positioning work to every participant's plan — procured cleanly as a direct participant service, with aggregate reporting that supports your program obligations.
XylaWorks procures as a direct participant service, not a technology implementation. The distinction matters for allowability reviews, program audits, and the reporting conversations most programs run alongside their federal obligations.
The program purchases seats and distributes the access codes that activate them through existing case management channels. Each participant redeems a seat independently. Nothing to install, configure, or integrate. Aggregate engagement and outcome data supports program reporting requirements.
Pricing is per seat, scaled to cohort volume and the tier depth the program selects.
Confidential. Volume-based. No obligation. Registration collects your name, work email, job title, and department; organization name, domain, and type; approximate annual participants served — seats and commercial terms are configured afterward with your team.
The same dimensional assessment XylaWorks delivers to any candidate — Demonstrated Competence, Professional Credibility, Meaningful Contribution — with a positioning score and a plain naming of what is working and what to lean into next. No gated "workforce lite" version. Outputs scale to the tier the program has procured; at Career Resonance, the participant receives the full structured plan the case manager can track against.
Authorized program staff can view the career information and assessment responses the participant provides, the scoring inputs used in the assessment, the participant's scores and dimensional movement across runs, the platform guidance and strategy, generated work, and permitted engagement information. Your private reflections stay yours. No organization sees them, in any channel.
Program staff can compare baseline and subsequent scores and dimensional changes as the participant adds evidence, clarifies direction, or progresses through the program. XylaWorks reports the movement between runs; score change alone is not presented as proof that one intervention caused the change.
Reach every affected employee. Not just the executives.
How a transition is handled is read by the people who leave, the people who stay, and the market evaluating the company afterward. XylaWorks reaches every affected employee through a sponsored seat — no scheduling, no IT project.
XylaWorks adds positioning capacity, not a new vendor relationship. The organization purchases seats. Each departing employee redeems a seat with an access code, activates their account, and receives an objective read on their positioning — on their timeline. The seat is the commercial entitlement; the code is only the mechanism that activates it.
Seats are purchased through a standard PO or purchasing card, and the access codes that activate them are distributed through the channel HR already uses — offboarding packet, separation email, manager handoff. No IT integration. No onboarding period. No configuration.
Pricing is structured by volume and transition type. A briefing covers what the platform costs for a specific workforce action, how seats are committed and distributed, and where the employer's visibility begins and ends.
Confidential. Volume-based. No obligation. Registration collects your name, work email, job title, and department; company name and domain; approximate employee count — seats and commercial terms are configured afterward inside the portal.
The same dimensional assessment XylaWorks delivers in the direct channel — Demonstrated Competence, Professional Credibility, Meaningful Contribution — with a positioning score and a plain naming of what is working and what to lean into next. Every person keeps what the platform generates. XylaStudio stays accessible past the offboarding date.
Employers can confirm that a seat was redeemed. They do not receive your résumé or assessment inputs, your positioning score, your strategy, your generated documents, or any other platform output. That separation is deliberate. The employer funds access without becoming the audience for the employee's read.
Restructurings, role eliminations, plant closures, M&A integration rationalizations, and performance-related separations. XylaWorks does not recruit employees for employers, staff open roles, match candidates to employer requisitions as a placement service, schedule workers, dispatch labor, or manage the employer's workforce.
For procurement, IT, information security, and compliance reviewers: architecture, identity, AI governance, the reporting-boundary matrix for every channel, and the compliance posture — SOC 2 and ISO 27001 gap assessments complete with certification on the roadmap.
It walks through the platform's structure, the procurement path, what your people receive the day they activate, and where your organization's visibility begins and ends.
Press and partnership inquiries: partnerships@xylaworks.com. Everything else: contact & support.
