Degreed
Learning & DevelopmentUpskilling platform connecting learning to career development and skill growth.
Overview
Degreed is an upskilling and career development platform that connects learning to skills and career opportunities. The platform aggregates learning content from multiple sources, tracks skill development over time, creates personalized learning pathways, and helps employees visualize how learning translates to career advancement. Degreed is particularly strong for organizations focused on closing skill gaps and internal mobility.
Pros & Cons
Pros
- ✓Excellent skills ontology and tracking
- ✓Strong connection between learning and career growth
- ✓Aggregates content from diverse sources
- ✓Good for internal mobility and talent marketplace
- ✓Powerful learning analytics and insights
- ✓Modern, engaging user experience
Cons
- ✗Premium pricing for enterprise organizations
- ✗Requires organizational commitment to skill development
- ✗Can be overwhelming without clear skill frameworks
- ✗Best value requires content library investments
Who Should Use This?
Best For
- →Enterprises 500+ employees focused on upskilling
- →Organizations with internal mobility programs
- →Tech companies emphasizing continuous learning
- →Businesses closing skill gaps strategically
- →Companies measuring ROI of learning investments
Not Ideal For
- →Small businesses under 200 employees
- →Organizations needing basic compliance training
- →Companies without clear skill frameworks
- →Businesses with limited L&D budgets
Key Features
Implementation
Implementation takes 3-6 months including skill framework definition and content curation.
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Quick Info
Custom enterprise pricing typically starting at $50,000+ annually.
📋 Implementation Guide
Step-by-step guide to implementing Learning & Development software
View Guide BelowOpen Full Guide PageImplementing a Learning Management System (LMS)
Launch a successful LMS to enable continuous learning and skill development across your organization.
Implementation Steps
Define your learning strategy and content requirements.
Key Tips:
- Identify skills gaps through surveys and performance reviews
- Define learning paths for different roles and levels
- Decide on content mix: internal, external, video, interactive
- Set learning goals tied to business objectives
- Identify content creators and subject matter experts
Common Mistakes to Avoid
- ×Too much content at launch - overwhelming users
- ×No clear learning paths - users do not know where to start
- ×Treating it as one-time project instead of ongoing program
- ×Not tying learning to career development or promotions
- ×Boring, text-heavy content - low engagement
Best Practices
- Start with must-have courses, add more over time
- Gamify learning with badges, leaderboards, challenges
- Make some learning mandatory, most optional
- Celebrate learning milestones and completions
- Tie learning to performance reviews and promotions
- Continuously update content based on feedback
- Share success stories of employees who learned new skills
Frequently Asked Questions About Degreed
Common questions about Degreed, including pricing, features, integrations, and who should use it.