Guild for Companies — Run Your Own Assessment Programmes
Most companies run leadership assessments by paying a consultancy every time — or patching together internal tools. Guild gives in-house L&D teams the infrastructure to design, deliver, and report on competency assessments internally.
Most companies running leadership assessments are doing one of two things: paying an external consultancy to run the programme end to end, or patching together internal tools that were never designed for this.
Guild is a third option. The platform gives in-house L&D and OD teams the infrastructure to design, deliver, and report on competency assessments internally — without depending on an external consultant for every cohort, and without waiting on IT to configure enterprise software that takes six months to go live.
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What in-house teams use Guild for
Leadership development cohorts
Build the assessment once, run it across multiple cohorts, and produce consistent reports each time.
Assessment centre programmes
Observe — Guild's live observation module — runs on a phone or tablet during the session. Assessors capture voice notes against specific competency indicators in real time; Guild uses AI to convert those notes into structured written output.
360 feedback programmes (launching soon)
Reflect, Guild's 360 module, will handle the logistics when it launches. Raters will not need an account. Results will compile automatically by rater category.
How it works for an in-house team
You configure the assessment framework. Guild provides a competency library built for leadership and management contexts. Your L&D team works from this library — or, on the Atelier plan, loads your organisation's own proprietary competency framework into a private library.
Participants receive a link. The Guild candidate portal is mobile-responsive and requires no installation. The L&D team monitors completions in real time.
Reports carry your organisation's brand. On the Atelier plan, Guild's branding is removed from all participant-facing output.
When Guild makes sense for an in-house team
Guild is a good fit when your organisation runs regular competency assessments — leadership development cycles, high-potential identification, promotion calibration, or assessment centre events — and the current process depends either on external consultants for each cycle or on tools that were not designed for structured behavioural assessment.
Guild is not designed for candidate screening or selection decisions. It is a development assessment platform.
The right plan for an in-house team
Most in-house L&D teams running regular assessment programmes will find that the Atelier plan matches what they need. For occasional use, PAYG credits let you access the platform without a monthly commitment.
Frequently Asked Questions
Does our L&D team need technical expertise to configure Guild?▼
No. The platform is designed to be configured by practitioners, not developers. A new assessment can be set up in under 30 minutes. There is no IT dependency and no implementation timeline.
Can we use our own competency framework?▼
On PAYG and Studio plans, you work from Guild's core competency library. On Atelier, your organisation's proprietary competency framework can be loaded into a private library — accessible only by your account.
What does white-labelling mean for a corporate team?▼
On the Atelier plan, Guild's branding is removed from all employee-facing touchpoints. The assessment link, the candidate portal, and the final report all carry your organisation's name and visual identity. Your employees do not see Guild at any point in the process.
We already work with an OD consultant. Should we still look at Guild?▼
If your consultant uses Guild, the platform is running in the background of your current engagement. If you want to build internal capability to run assessments between consultant-led programmes, Guild lets you do that without starting from scratch each time.
Is Guild appropriate for performance management or annual appraisals?▼
Guild is built for competency assessment and development, not performance management. It does not integrate with HRIS or performance management systems and is not designed for appraisal workflows.