Each quarter's goal becomes a plan, and each skill gap gets funded.
Kubernetes for platform teams
On your plan for the Q3 goal.
Trusted by teams at
There's a quarterly goal, a skill gap that appears mid-quarter, a course to fund, and a plan written in January.
Growth has no start date, so it waits until someone has a free afternoon. Here, it's one solutions engineer over one quarter, triggered twice: once by the business and once by the work. Her manager decides both times. The four phases are the same on every journey.
Aiko needs Kubernetes for the Q3 platform goal. Find the best course, inside or outside the company, and get it funded.
Leadership agrees on the objective, and then someone with the time and goodwill has to translate it, one person at a time. In Juno, the plan is derived instead of written, from three inputs: the person's position, what that position requires, and their team's objective. It updates automatically when any of the three changes.
My Goals
Two enterprise migrations live
Completed 2 / 4 Steps
A development plan derived from a position and a quarter's objective.
The plan starts from the position she holds, or the one she is aiming at.
Company and team goals come from Juno, or from your performance tool if one is connected.
Nobody opens an empty document and invents the development half of a goal.
Change the position or the objective, and the plan updates with it.
What to learn, what to do in the work, and when it is checked.
A manager can start a plan for someone on their team, and that person is notified.
Scheduled sessions and events sit in the plan as steps.
Reviews are attached to the plan, so progress is checked more than once per cycle.
When the work brings up a need nobody planned for, the honest answer used to be to wait for the next cycle. Juno searches dozens of external providers for the course that closes the gap, the right approver sees the request alongside the gap it addresses, and the funds are released as a voucher, a scoped virtual card, or a reimbursement. It takes days, not a procurement cycle.
External provider · 4 weeks · Course
Wallet
An external course request with its approval and the funded access that followed.
When your internal library has nothing on the topic, Juno searches external providers.
The approver sees what it is for, next to what it costs.
Direct manager, skip-level manager, department head, finance, or a chain for high-cost requests.
Requests under a threshold you set don't wait for approval.
The three responses a manager needs, with the team's budget balances alongside them.
A code, a scoped virtual card with its own limit and merchant list, or a reimbursement.
AWS, Microsoft, NVIDIA, OpenAI, Claude, and Datadog exams, mapped as they change.
Access opens, and the step appears in the plan already assigned.
The budget, its policies, and its purchases are on the L&D Wallet page. See the L&D Wallet
Every learning system can tell you how many hours were spent and how many people finished. None of that answers the question your CPO asked. Juno records a person's level before and after, validated rather than self-reported, and a note from their manager confirming the change showed up in the work.
Kubernetes for platform teams
The difference is measured on the framework you already use.
Nobody moves up a level by checking a box that says they've improved.
The manager confirms that what they funded showed up in the work: a task owned, a project shipped.
Progress is measured against the business goal behind the plan.
Spend is compared with the certifications and levels it produced.
Earned, dated, held, and visible without asking the person for a PDF.
Each audience sees only the two or three numbers they're accountable for.
Bring the view into the deck where it needs to live.
A job board shows openings. This shows what it would take.
Most companies publish their career paths as a diagram and stop there, which is why the question comes up in every one-on-one. In Juno, the company builds and maintains every path it has, and each one shows what the role requires: competencies, know-how, and behaviors, each at a required level, with the training to reach them. A person picks a target, sees the gap, and turns it into a plan linked to that path.
All DepartmentsSolutions Engineering
Solutions Engineering Career Growth
The paths the company has, built and maintained where the plans live.
Competencies, know-how, and behaviors, each with the level the role expects.
The training for each level sits on the path itself.
Each person chooses where to look. Nothing in Juno decides their next role for them.
Current levels appear next to the required ones, on the same framework.
Go from viewing a path to having a plan in one step.
Three ways to create a plan, and it stays linked to the path in every case.
Progress toward the target is visible to the person and their manager.
Positions and competencies stay yours. We do not bring a taxonomy of our own.
Invite one person, a mentor or a peer, to follow the plan and leave notes. They can accept or decline.
We publish no openings, sync no ATS, and nobody applies from Juno.
Every number here is optional. You pick the two your board asks about and leave the rest.
What changed
Composed from the numbers you chose
A composed growth view: plans tied to goals, spending compared with readiness gained, days from a skill gap to a validated level, and distance to a target position.
Three moments in the same twelve months, each judged on a different number.
A shortlist of current courses and videos, one-line reason each. You pick what goes in.
Your AI asks you
The topic and audience, their level, languages, free or paid, any libraries you pay for
I want a topic channel in Juno Journey filled with the best external content, so we don’t rebuild what already exists. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. The topic and who it’s for 2. Their level (beginner, practitioner, expert) 3. Which languages we need 4. Free only or paid too, and any content libraries we already pay for Ask these in one message, then wait for my answers. Search Juno first for internal courses on this topic; ours come first. Then find external courses, videos and articles and check each is current. Give me a shortlist in 3-5 topics, with a one-line reason and publish date per pick. Only suggest links you actually found. If a library we pay for isn’t connected in this chat, say so; I’ll connect it or paste links from it. After I approve items, create a new private channel with those topics, add only those, and preview it. Adding content to a channel with members notifies them, so ask before touching an existing one. Don’t notify anyone until I say so.
An enterprise bank, a scale-up, and a knowledge manager on personalized development paths.
“Since partnering with Juno, we've expanded employee access to high-quality learning resources like Udemy, LinkedIn Learning, Coursera, Diia.Osvita, and more - all in one place. The simplified access to international content has been especially valuable, letting employees learn quickly without bureaucracy. This helps us respond to business needs, strengthen professional skills, and sustain a culture of continuous learning.”
“We streamlined what used to be a disorganized budget request process, and were able to efficiently manage over 90 requests for conferences and external courses totaling more than $60,000. It's been a game-changer.”
over 90 requests · more than $60,000
Conferences and external courses, managed in Juno
“By creating personalized development paths with Juno Journey, we have been able to create an employee-centric learning approach at our organization, which has significantly boosted our employee engagement and satisfaction”
