Jadiroon·Manual

Employee — your portal guide

For employees
For employees

This is the complete manual for working in Jadiroon as an employee. If someone at your organisation invited you and gave you a login, this guide is for you. It walks through every screen you can reach, in the order you will most often use them, and tells you exactly what each one is for and how to act on it.

You do not see the administrative side of Jadiroon — no hiring pipelines, no other people's data, no workspace settings. You have your own surface, the personal portal at /{org}/me, built entirely around you: your assessments, your competencies, your career, your growth plan, and the learning recommended for you. For a fuller picture of how your role fits next to HR administrators and line managers, see the personas reference and Roles and permissions.

Getting in: your home

When you sign in, Jadiroon takes you straight to your portal. There is no workspace dashboard to navigate past — if you try to open an admin URL, the platform sends you back to /{org}/me automatically. {org} is your organisation's short name in the address bar; you do not need to type it.

The first page you land on is your Overview. Across the top sits a warm hero strip with a greeting, your name, and your current position. Below it:

  • Four KPI cards — Pending assessments, Target role match, Competencies tracked, and Plan progress. Each is a live link: click one to jump to the matching tab.
  • Today's pick — the single most useful thing to do right now. If you have an unfinished assessment, it points there; otherwise it points to the next undone step in your growth plan. If there is nothing pressing, it says so.
  • Recent activity — completed assessments and growth-plan updates, newest first.
  • L&D recommendations — the top three learning suggestions for you, with a link to see them all.
  • Quick links to your plan, your career, and your learning.

If you were invited but your login has not yet been linked to a person record, the Overview shows a short notice asking you to contact HR. Until that link exists, your data pages will be empty — this is normal in the first moments after an invite.

Moving around

A row of tabs sits under the header on desktop: Overview, Assessments, Interviews, Career, Plan, Learning, Projects, and Me. On a phone, the same items live behind the menu button. Two tabs can show a small badge:

  • Assessments shows a live count of unfinished work (anything assigned or in progress). It only clears when you actually finish those assessments.
  • Interviews shows a count of new interview activity. It clears the moment you open the tab and comes back only when something new arrives.

The header also carries a notification bell, a light/dark theme toggle, a command launcher (the search box) for jumping between pages quickly, and your account menu.

Your assessments

What it is for. This is where every assessment assigned to you lives — behavioural, cognitive, technical self-ratings, structured interviews, and simulations. It is the heart of the employee experience: completing assessments is what populates your competency profile.

How to get there. The Assessments tab, or /{org}/me/assessments. The Overview's "Pending assessments" card lands you here too.

The page groups your assessments by status: things to do (Pending and In progress) and things you have Completed. A coloured badge at the top tells you how many of each.

To take or continue an assessment:

  1. Open the Assessments tab.
  2. Find the assessment under Pending (or In progress if you started it earlier).
  3. Click Start (or Continue to pick up where you left off). This opens the runner at /{org}/me/assessments/{id}/run.
  4. Work through it. Each assessment type has its own runner — multiple-choice for cognitive, scenario choices for behavioural, a self-rating slider for technical competencies, and so on. You do not have to finish in one sitting; your progress is saved.
  5. When you submit, the assessment moves to Completed and your competency profile updates.

To read your results: find the assessment under Completed and click View report (/{org}/me/assessments/{id}/report). The report explains your scores and what they mean for your competencies.

Your interviews

What it is for. Any interview scheduled for you appears here — whether it came from a hiring pipeline or was set up directly as part of a technical assessment. You manage scheduling and joining from this one place.

How to get there. The Interviews tab, or /{org}/me/interviews.

The page splits into Upcoming and Past. Each interview shows its status, duration, and either a date or a short note about what you need to do next.

Depending on an interview's state, you will see one of these actions:

  1. Pick a slot — when an interview has been offered and is waiting for you to choose a time. Click it to open the slot picker and confirm when you can attend.
  2. Join — once an interview is confirmed and the location is a video link, this button opens the meeting in a new tab.
  3. Add to calendar — for any confirmed interview, downloads a calendar file so the meeting lands in your own calendar.

If the location is a physical place rather than a link, it is shown as text with a map pin instead of a Join button.

Your competencies

What it is for. Your competency profile — every competency the platform is tracking for you, with your current level and (where your position defines one) the level your role expects. It is the single clearest view of where you stand.

How to get there. The Competencies tracked card on the Overview, or /{org}/me/competencies.

Each row shows a competency name, a progress bar with your level out of 3, and a small chip telling you the relationship to your target: met, exceeded, close, or gap. Rows with the biggest gaps sort to the top, so the work that matters most is what you see first. The header summarises the totals — how many competencies you have, how many have a target, how many are on track, and how many are gaps.

To see why a competency sits where it does:

  1. Click any competency row.
  2. An evidence drawer slides open showing what contributed to that level — the assessments and inputs behind the number.
  3. Close it and click another competency to compare.

Your career

What it is for. Your promotion path — the higher roles you could grow into within your org-structure vertical tree, ranked by fit, based on grade seniority rather than any reporting line. It is a forward-looking view of where you could go next.

How to get there. The Career tab, or /{org}/me/career. The "Target role match" KPI links here once you have set a target.

The page shows a career ladder built from your current position upward. It is a read-only view: you explore the steps above you, but you set your actual ambition (your target role) over in your growth plan, where it can be discussed with HR.

Your growth plan

What it is for. Your growth plan is where development actually happens. It holds your target role, the milestones you are working toward, the actions tied to your specific competency gaps, and a full activity log. It is built to be co-edited — you, your line manager, and HR all work on the same plan.

How to get there. The Plan tab, or /{org}/me/plan. The "Plan progress" KPI and several Overview links also land here.

The page is organised around the 70/20/10 model of development — roughly, 70% from hands-on experience, 20% from exposure to others, and 10% from formal education. Your milestones and gap actions reflect that mix.

What you can do here:

  1. Set or change your target role. Pick the role you are aiming for. When you do, the change is saved and flagged as pending HR review — your HR team sees that you have set an ambition and can respond. Your career and competencies pages then start measuring you against that role.
  2. Add a milestone. Type a concrete step (for example, "Complete the TypeScript course") and click Add. It joins your plan immediately.
  3. Mark a milestone done. Toggle a milestone to complete as you finish it; the Plan progress KPI moves with it.
  4. Delete a milestone you no longer need.
  5. Work your competency-gap actions. When your role has competency requirements you have not yet met, a Competency gap actions section appears with actions tied to each gap. Update their status as you make progress.
  6. Read the activity log. Every change — by you, your manager, or HR — is recorded here, so the plan is a shared, honest record rather than anyone's private notes.

Your learning

What it is for. Personalised learning recommendations aimed at closing the competency gaps in your current role. These are the concrete courses and activities that turn a gap into a plan.

How to get there. The Learning tab, or /{org}/me/learning. The L&D card on the Overview links here.

Each recommendation is a card with a title, a short description, and a badge showing whether it is simply Recommended or already On your plan. Recommendations are grouped by the gap they close.

To act on a recommendation:

  1. Read the card and decide if it fits.
  2. Click Add to plan to attach it to your growth plan. Once added, the badge flips to On your plan, and you will track it from the Plan tab like any other action.

If you see "No gaps identified yet," it usually means you have not set a target role. Set one in your growth plan and recommendations will follow.

Your projects

What it is for. A read-only list of the projects you are staffed on, current and past, with the rest of each team.

How to get there. The Projects tab, or /{org}/me/projects. If you have an active project, a shortcut card also appears on the Overview.

Projects split into Active and Past by their end date. Each project card shows its name, its date range, and a status. Expand the Team line to see who else is staffed on it and their positions. You cannot add yourself to a project or change one from here — staffing is managed on the administrative side.

Your profile and account

What it is for. Your account settings: your display name, contact number, photo, language, and password.

How to get there. The Me tab, or /{org}/me/profile.

Here you can:

  1. Update your name and phone number, then click Save changes.
  2. Upload or change your avatar.
  3. Switch your interface language between Arabic and English with the locale toggle. This also flips the whole portal to right-to-left for Arabic.
  4. Change your password.

Your email address is shown but cannot be edited here — it is your login identity. If it needs to change, ask your workspace administrator.

Your notifications

What it is for. A running list of what has happened that concerns you — a newly assigned assessment, an interview offer, a plan update from your manager.

How to get there. The bell icon in the header, or /{org}/me/notifications.

The page shows your latest 50 notifications, grouped by day. Opening the page clears the unread state. There is nothing to configure; the list simply keeps you current.

What you can't do, and who to ask

Your portal is deliberately scoped to you. As an employee you cannot:

  • See or open the workspace admin area (/{org}/app). The platform redirects you to your portal if you try.
  • View other employees' profiles, competencies, assessments, or plans. You see only your own, plus the names of teammates on shared projects.
  • Reach any workspace settings — taxonomy, levels, salary ranges, team management, or hiring configuration.
  • Assign yourself assessments, create roles, or run hiring pipelines.
  • Change your own login email.

When you need any of the above — a different assessment, a correction to your role or competencies, a change to your account email, or a discussion about your target role — the right person is your line manager (for day-to-day development) or your HR administrator (for account and access matters). Both can see your competency profile, assessments, and growth plan, so you are always working from the same picture. None of this is visible to your peers.

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Line Manager — full guide
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