Your Skills Engine, Connected

Fuel50 integrates with your existing platforms to turn fragmented skills data into coordinated talent action.

Built to Fit Your HR Ecosystem

Fuel50 plugs into your HRIS, ATS, and LMS so skills and mobility don’t live in a silo. Fuel50 also acts as a unified skills layer that strengthens matching, learning, and talent decisions across the stack.

Integrations

ADP is a leading provider of payroll, HR, and human capital management solutions that helps organizations manage everything from paying people to tracking benefits and time. When you connect ADP with Fuel50, you turn that core people data into a living, skills-powered talent marketplace — so employees see where they can grow next, and leaders get clearer visibility into the skills they already have in-house.

• Seamless HR data sync: Automatically keep Fuel50 profiles in sync with ADP people and org data, so roles, managers, and employee details are always up to date.
• Low-friction access and security: Use ADP as your system of record with single sign-on and enterprise-grade data protection, minimizing manual admin and logins.
• Richer internal mobility: Surface personalized roles, gigs, and development paths in Fuel50 based on ADP data, helping employees find their next move inside the company instead of outside.
• Better talent decisions: Give HR and leaders a combined view of people, roles, and skills so they can fill roles faster, reduce external hiring, and build stronger internal pipelines.

Allegro

Allegro is a platform that helps enterprises manage and understand their people data, from roles and performance to key workforce insights. When you connect Allegro with Fuel50, you turn that static information into a living, skills-powered talent marketplace — so employees see where they can grow next, and leaders can act on real signals about readiness, risk, and opportunity.

• Unified talent insight: Combine Allegro’s people and performance data with Fuel50’s skills and career intelligence to give HR and leaders a single, connected view of capability across the business.
• Smarter internal moves: Use shared data from Allegro and Fuel50 to identify ready-now and ready-soon talent for critical roles, reducing time-to-fill and over-reliance on external hiring.
• Targeted development: Tie Allegro’s performance and goals to Fuel50’s career paths and development actions so learning and coaching efforts focus where they move the needle most.
• Stronger pipelines: Continuously feed Allegro’s workforce signals into Fuel50 succession and mobility views, building healthier, skills-based pipelines for key roles and teams.

ATS

Avature is a leading talent acquisition and CRM platform that helps enterprises attract, engage, and manage candidates across every stage of the hiring journey. When you connect Avature with Fuel50, you turn external and internal opportunities into a unified, skills-powered marketplace — so employees see relevant roles sooner and recruiters tap into internal talent without extra manual work.

• Unified job visibility: Sync Avature roles into Fuel50 so internal vacancies automatically appear in the talent marketplace with live apply links back to Avature.
• Stronger internal pipelines: Use Fuel50’s skills and career data to surface internal candidates for Avature reqs, reducing time-to-fill and external hiring costs.
• Consistent candidate experience: Let employees discover, shortlist, and track Avature opportunities from within Fuel50, keeping the experience branded and seamless.
• Clean, low-touch integration: Rely on lightweight data fields (job title, IDs, URLs, key attributes) to keep the integration simple for HRIT while still powerful for Talent Acquisition.

HRIS

BambooHR is an HR platform designed to help small and mid-sized businesses manage employee data, payroll, time off, and hiring in one place. When you connect BambooHR with Fuel50, your core people data flows straight into a skills-powered talent marketplace — so employees get clear visibility into growth paths, and HR doesn’t have to babysit spreadsheets or duplicate profiles.

• Automatic profile sync: Keep Fuel50 user profiles up to date with BambooHR employee records (name, email, manager, role, org details) with minimal admin effort.
• Frictionless access: Use single sign-on and shared credentials so employees can move from BambooHR into Fuel50 without extra logins or password fatigue.
• Smarter internal mobility: Combine BambooHR job and org data with Fuel50’s skills and career insights to surface better internal matches for roles, projects, and successors.
• Cleaner data, better decisions: Maintain a single source of truth in BambooHR while Fuel50 activates that data for career paths, development actions, and workforce planning.

L&D

Degreed is a learning experience platform that helps organizations curate, deliver, and track learning content from multiple sources in one place. When you connect Degreed with Fuel50, your learning ecosystem plugs directly into a skills-powered talent marketplace — so every course, path, and playlist is tied to real skill gaps, career paths, and internal opportunities.

• Skills-linked learning: Map Degreed content to Fuel50 skills and growth actions so employees see exactly which learning closes the gaps for their current role and target careers.
• Hyper-personalized recommendations: Use Fuel50’s CareerDNA and skill insights to recommend the most relevant Degreed courses directly inside the Fuel50 experience.
• Learning-to-opportunity loop: Let employees apply new skills by surfacing Fuel50 gigs and roles alongside Degreed learning, turning development into real career moves.
• Better ROI visibility: Combine Degreed engagement data with Fuel50’s skills and mobility analytics to show where learning is actually shifting capability and internal movement.

SAP

SAP SuccessFactors is a cloud-based human capital management suite that helps organizations manage core HR, talent, and employee experience across the full lifecycle. When you connect SuccessFactors with Fuel50, that system of record and Talent Intelligence Hub data power a live, skills-based talent marketplace — so employees see clear, personalized growth paths and leaders get a far more actionable view of internal mobility and skills.

• System-of-record activated: Sync SuccessFactors people, role, and org data into Fuel50 so profiles, reporting lines, and job structures stay clean and current without extra admin.
• Internal opportunities in one place: Surface SuccessFactors vacancies and roles inside Fuel50 with apply links back to SuccessFactors, making it easy for employees to find and pursue internal moves.
• Skills-first decisions on top of TIH: Combine SuccessFactors skills and profile data with Fuel50’s career intelligence to see where to redeploy, where to hire, and where to upskill.
• Enterprise-ready governance: Keep SuccessFactors as the authoritative HR platform while Fuel50 activates that data for careers, gigs, and succession — respecting security, permissions, and audit needs.