innerly
For Universities & Career Services

Prepare students
for the workforce
they'll actually face.

Employers don't just need graduates with knowledge — they need graduates with the soft skills, interpersonal skills, and employability competencies to thrive from day one. innerly measures what matters, before it's too late to act.

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#1
employer complaint: graduates lack soft skills
4
competencies that predict workplace success
51
realistic scenarios — not abstract questions

The employability gap is real — and it starts before graduation.

  • Employers across the US, UK, Canada, and Europe consistently cite communication, adaptability, and execution ability as the hardest qualities to find in new graduates.
  • Most students have no objective view of their own soft skills or interpersonal skills profile — making career conversations vague and development efforts unfocused.
  • Career services teams lack the data infrastructure to identify which students need support, what kind, and how to measure improvement.

What career services teams can do with innerly

Measure the starting point: Deploy innerly at the start of a student's career journey to establish a baseline competency profile. Know which soft skills and interpersonal skills are strong and which need development — before the final year rush.
Target development precisely: Replace generic employability workshops with data-driven interventions matched to the specific skills gaps identified in each student's competency report.
Track progress over time: Reassess students after development programmes to measure real competency growth — giving both the student and the institution tangible evidence of employability improvement.
Demonstrate institutional outcomes: Report graduate employability at the cohort level with objective competency metrics — a stronger signal for accreditation, rankings, and employer partnerships than self-reported survey data.

An assessment students actually want to complete.

The biggest obstacle to student assessment data is completion. innerly solves this by making the assessment genuinely engaging — students play a game, not sit a test.

Immersive gameplay

Students become Mayor of Skill City — a world that feels closer to a career simulator than a psychometric questionnaire.

No "right answer" anxiety

Because innerly measures behavioural tendencies rather than knowledge, students cannot prepare the "correct" answers — reducing test anxiety and producing more authentic data.

27 diverse characters

Voiced by real actors, the characters reflect the diverse workplaces students will actually enter — making scenarios feel relevant and credible.

Flexible, remote-friendly

Students can complete the assessment on any device, at any time, with the ability to pause and resume — making it practical for diverse student populations.

What every student receives

A personal competency report that gives students a clear, honest picture of the soft skills and interpersonal skills employers will actually assess them on.

Scored competency profile

Standardised scores across Adaptability, Effective Communication, Execution Ability, and Systemic Thinking — the four leadership competencies most frequently cited by graduate employers.

17 soft skills breakdown

Granular results across all 17 underlying interpersonal skills and behavioural indicators, showing exactly which skills are strong and which are worth developing.

Strengths narrative

A written summary for each competency domain, translating the numbers into language students can use in job applications, interviews, and career conversations.

Development priorities

Clear identification of the highest-impact development areas — enabling students to focus their effort on the skills that will make the greatest difference to their employability.

Frequently Asked Questions

Questions from university career services, faculty, and student employability teams.

How does innerly help universities improve graduate employability outcomes?

innerly gives career services teams objective, standardised data on the soft skills and interpersonal skills of their student cohort — the same competencies that employers consistently rank as their highest hiring priorities. With this data, careers advisers can provide targeted, evidence-based guidance; faculty can identify programme-level skill gaps; and institutions can demonstrate employability outcomes to accreditation bodies and prospective students with concrete competency metrics.

Why do employers say graduates lack the soft skills and interpersonal skills needed for the workplace?

Graduate skills gaps are well documented across multiple employer surveys in the US, UK, Canada, and Europe. Employers consistently identify soft skills — particularly communication, adaptability, and the ability to execute under pressure — as the most difficult qualities to find in entry-level candidates. Academic programmes develop subject knowledge and technical capability effectively, but rarely provide structured opportunities to develop and assess the interpersonal skills and leadership competencies employers need. innerly fills this gap by providing a structured, measurable, and engaging assessment of exactly these competencies.

Will students engage with innerly — or does it feel like another test?

innerly is specifically designed to feel like an immersive game, not a psychometric test. Students play the role of the newly appointed Mayor of Skill City, navigating realistic scenarios involving social housing, team conflict, urban planning, media management, and more. The narrative format consistently achieves high engagement and completion rates — students frequently describe it as genuinely enjoyable rather than stressful. The game mechanics also significantly reduce the anxiety and strategic self-presentation that distort results in traditional assessment formats.

What does a student receive at the end of the innerly assessment?

Each student receives a personal competency report detailing their scored profile across four core leadership competencies: Adaptability, Effective Communication, Execution Ability, and Systemic Thinking. The report identifies relative strengths and development priorities across all 17 underlying soft skills and interpersonal skills, and includes a narrative summary for each competency. This provides a concrete, actionable foundation for career conversations, CV development, interview preparation, and personal development planning.

How can career services use innerly data at the cohort level?

innerly's aggregate reporting gives career services teams a programme-level view of student competency profiles — identifying which soft skills and employability competencies are strongest across a cohort, and which require targeted development input. This data can be used to design workshop programmes, allocate coaching resources, identify students most in need of career support, and track development over time. Cohort-level data also provides evidence for institutional reporting on graduate employability outcomes.

Can innerly data be used to support employer partnerships?

Yes. Institutions can share aggregate competency profiles with employer partners to demonstrate the soft skills and interpersonal skills profile of their graduate cohort — providing employers with more meaningful talent intelligence than a degree classification or GPA alone. For graduate schemes and structured recruitment partnerships, innerly can also be deployed directly as part of an employer's assessment process, with candidate data shared under consent.

Give students the
insight to succeed.

Career services teams at universities across the US, UK, Canada, and Europe use innerly to close the employability gap between graduation and the workplace.

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