Original research, workforce intelligence, and evidence-backed insights drawn from over 5 million assessments, 20,000+ researched skills, and 30,000+ job descriptions.
Hiring software can be built in days. Hiring intelligence takes years.
That intelligence is what teams put to work when they make talent decisions on Xobin.
Xobin is built on the Xobin Capability Graph (XCG): a proprietary, validated, continuously evolving intelligence system that maps how work is performed and measured. It models three independent entity types — Functions, Skills, and Outcomes — and the validated relationships between them.
Functions define what an area of work is accountable for. Skills are the capabilities required to deliver against that accountability. Outcomes are the measurable results those skills produce. Because the entities are linked rather than nested, the graph can be queried in either direction: which skills a function depends on, or which outcomes a given skill actually predicts.
Skills and outcomes are defined independently of what performs the work, so the same unit of capability can be assessed whether it is delivered by a person, an AI agent, or a combination of the two.
what an area of work is accountable for
capabilities required to deliver
measurable results produced
what an area of work is accountable for
capabilities required to deliver
measurable results produced
Independent entities, not a hierarchy. The graph can be queried either way — from a Function to the Skills it depends on, or from a Skill to the Outcomes it actually predicts.
200,000–300,000
function–skill relationships
Across 40+ industries the graph resolves to roughly 200–300 functions once overlap is accounted for, with each function carrying an estimated 600–1,200 distinct skills. That implies 200,000–300,000 function–skill relationships, meaning each skill attaches to ten to fifteen functions on average, since skills are many-to-many with functions rather than divided among them.
The distribution is heavily skewed: a small set of universal skills appears in most functions, while a long tail of specialist skills appears in only one or two.
Subject-matter experts have reviewed the graph across 2,000+ work profiles and 2,000+ skills, assessing both entity definitions and the relationships between them.
Measured outcomes feed back into the graph, continuously re-weighting which skills predict which results. The output is a living map of the labour market — one that evolves as functions change, new skills emerge, and the relationship between capability and measurable outcomes shifts.
Xobin Research is comparing roughly 20,000 workplace skills against a panel of frontier AI models. The report enters its release phase in 2026; register to receive the full findings, early excerpts, and invitations to press briefings.
REGISTER INTEREST →Reliability, construct validity, and criterion validity — measured, reported, and re-tested for every Xobin assessment.
Read more →02 —Secure, auditable testing conditions so a Xobin score reflects the candidate, not the environment.
Read more →03 —Adverse-impact ratios and differential item functioning monitored across every scored item.
Read more →04 —AI interview scoring benchmarked against blind human raters and audited for demographic drift.
Read more →Xobin Research is the in-house team of psychometricians, I-O psychologists, and machine-learning researchers who design, validate, and audit every assessment and AI interview Xobin ships.
We treat a Xobin score the way a lab treats a measurement: with a stated method, a known error, and evidence anyone can request.
About the lab →The methodology described here is what runs inside every Xobin assessment and AI interview — so hiring teams can make talent decisions on evidence, not instinct. See Xobin.