{"id":18474,"date":"2025-11-26T15:54:56","date_gmt":"2025-11-26T13:54:56","guid":{"rendered":"https:\/\/collaborator.biz\/?p=18474"},"modified":"2025-11-26T17:28:12","modified_gmt":"2025-11-26T15:28:12","slug":"career-growth-system-retain-talents","status":"publish","type":"post","link":"https:\/\/collaborator.biz\/en\/blog\/career-growth-system-retain-talents\/","title":{"rendered":"Career elevators or stairs? How to create a development system where talent is not lost"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_1 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/collaborator.biz\/en\/blog\/career-growth-system-retain-talents\/#Competency_base_the_foundation_of_the_development_system\" >Competency base: the foundation of the development system<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/collaborator.biz\/en\/blog\/career-growth-system-retain-talents\/#Position_profiles_from_abstraction_to_specifics\" >Position profiles: from abstraction to specifics<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/collaborator.biz\/en\/blog\/career-growth-system-retain-talents\/#Assessment_understanding_the_current_situation_and_potential\" >Assessment: understanding the current situation and potential<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/collaborator.biz\/en\/blog\/career-growth-system-retain-talents\/#Personal_development_plans_from_assessment_to_action\" >Personal development plans: from assessment to action<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/collaborator.biz\/en\/blog\/career-growth-system-retain-talents\/#How_to_strike_a_balance_between_monitoring_the_implementation_of_development_plans_and_employee_autonomy\" >How to strike a balance between monitoring the implementation of development plans and employee autonomy?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/collaborator.biz\/en\/blog\/career-growth-system-retain-talents\/#Career_advancement_requests_clear_rules_instead_of_assumptions\" >Career advancement requests: clear rules instead of assumptions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/collaborator.biz\/en\/blog\/career-growth-system-retain-talents\/#Conclusion\" >Conclusion<\/a><\/li><\/ul><\/nav><\/div>\n<p>Elevators and stairs are classic metaphors for development.<br \/>\nAn elevator is about speed. Press the button and you&#8217;re already on the right floor.<br \/>\nStairs are about time and sequence. Step by step, sometimes long, but reliable.<\/p>\n<p>But there is one important point: an elevator cannot work without infrastructure. It needs a shaft, a mechanism, electricity. Without these things, pressing the button will do nothing.<\/p>\n<p>The same applies to personnel development. Technology does not replace the path, but it makes it many times faster. When a company has a competency base, transparent job profiles, regular assessments, and personal development plans, it is no longer just a set of tools. It is an infrastructure on which you can \u201cstart the elevator.\u201d<\/p>\n<p>We explain how to do this in this article.<\/p>\n<p><!--more--><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Competency_base_the_foundation_of_the_development_system\"><\/span>Competency base: the foundation of the development system<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>For the development system to work, a unified competency base is required. This is the foundation on which job profiles, assessments, and individual development plans are built. Without it, the process becomes chaotic: everyone interprets competencies in their own way, and employees do not understand what is expected of them.<\/p>\n<p><strong>How to structure competencies?<\/strong><\/p>\n<p>The easiest way is to divide them into three levels:<\/p>\n<ol>\n<li><strong>Corporate competencies (soft skills)<\/strong> are values and behavioral patterns that unite all employees regardless of their role. Examples include customer focus, teamwork, responsibility, and the ability to adapt to change.<\/li>\n<li><strong>Hard skills<\/strong> are the knowledge and abilities that define an employee&#8217;s expertise within their field of specialization. They show how well a person has mastered the tools of their trade. For example, for a marketer, these are \u201canalytics\u201d and \u201cworking with digital,\u201d and for HR, these are \u201crecruiting,\u201d \u201conboarding,\u201d and \u201ccommunications.\u201d<\/li>\n<li><strong>Leadership competencies<\/strong> are skills that determine the ability to manage people, processes, and goals. They are necessary for those who already manage teams or are preparing to do so. Examples include delegation, mentoring, strategic thinking, change management, and management decision-making.<\/li>\n<\/ol>\n<p>In <strong>LMS Collaborator<\/strong>, you can easily create a competency library where each competency has clear behavioral indicators. They can be easily grouped and tagged for convenient sorting. The library can be gradually expanded and adapted to the needs of different teams.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-18462 aligncenter\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/biblioteka-kompetenczij.png\" alt=\"competency library\" width=\"780\" height=\"664\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/biblioteka-kompetenczij.png 1920w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/biblioteka-kompetenczij-300x255.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/biblioteka-kompetenczij-1024x872.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/biblioteka-kompetenczij-768x654.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/biblioteka-kompetenczij-1536x1308.png 1536w\" sizes=\"auto, (max-width: 780px) 100vw, 780px\" \/><\/p>\n<p style=\"text-align: center;\"><em>Competency library created in LMS Collaborator<\/em><\/p>\n<blockquote><p><strong>\u27a1\ufe0fPractical insight:<\/strong> <em>Start with a few competencies that affect your business performance. This will allow you to quickly launch the system, test it, and adapt it to your context. Then expand the list \u2013 add new competencies and update existing ones.<\/em><\/p><\/blockquote>\n<h2><span class=\"ez-toc-section\" id=\"Position_profiles_from_abstraction_to_specifics\"><\/span>Position profiles: from abstraction to specifics<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The competency base is just the foundation. But for an employee to see where they can grow, they need a specific job profile: a list of competencies and levels of proficiency.<\/p>\n<p><strong>For example:<\/strong><\/p>\n<ul>\n<li>Junior marketer \u2192 \u201ccontent strategy\u201d at level 3\/5.<\/li>\n<li>Senior marketer \u2192 level 5\/5.<\/li>\n<li>Junior HR \u2192 \u201crecruiting\u201d at level 2\/5.<\/li>\n<li>HRBP \u2192 \u201cworking with stakeholders\u201d at level 5\/5, etc.<\/li>\n<\/ul>\n<p>The profile creates a transparent \u201cdevelopment map\u201d \u2013 employees can see where they are now and what they need to improve for the next step.<\/p>\n<p>In <strong>LMS Collaborator<\/strong>, you can combine this structure into a single working tool: create a competency library, add behavioral indicators, and combine them into job profiles. The platform allows you to quickly update profiles, add new competencies, and specify the expected level of proficiency.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-18465 aligncenter\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/profil-posad.png\" alt=\"job profile\" width=\"780\" height=\"773\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/profil-posad.png 1920w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/profil-posad-300x297.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/profil-posad-1024x1014.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/profil-posad-150x150.png 150w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/profil-posad-768x761.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/profil-posad-1536x1522.png 1536w\" sizes=\"auto, (max-width: 780px) 100vw, 780px\" \/><\/p>\n<p style=\"text-align: center;\"><em>Creating a position profile in LMS Collaborator<\/em><\/p>\n<blockquote><p>\u27a1\ufe0f<strong>Practical insight:<\/strong> <em>Start with key roles and the most critical competencies for them. Don&#8217;t try to describe all positions and all competencies at once. First, create profiles for 3\u20135 key roles, test them in practice, and then expand to other positions.<\/em><\/p><\/blockquote>\n<h2><span class=\"ez-toc-section\" id=\"Assessment_understanding_the_current_situation_and_potential\"><\/span>Assessment: understanding the current situation and potential<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>After creating profiles, a key question arises: <em>\u201cWhere is each employee now and where can they go?\u201d<\/em><\/p>\n<p>Competency assessment helps to see the real picture: strengths, gaps, potential.<\/p>\n<p>There are several assessment formats. Each is useful in its own context:<\/p>\n<ul>\n<li><strong>90\u00b0<\/strong> \u2013 assessed by the manager. Well suited for regular short performance reviews.<\/li>\n<li><strong>180\u00b0<\/strong> \u2013 manager + self-assessment. Allows you to compare how much the manager&#8217;s vision coincides with the employee&#8217;s own perception.<\/li>\n<li><strong>270\u00b0<\/strong> \u2013 self-assessment, colleagues, manager. Provides an objective view of teamwork and interaction with various parties.<\/li>\n<li><strong>360\u00b0<\/strong> \u2013 subordinates, colleagues, manager, and self-assessment. The most comprehensive format, which allows you to understand not only your strengths but also areas for development in teamwork and leadership skills.<\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-18468 aligncenter\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/oczinka-za-kompetencziyamy.png\" alt=\"assessment\" width=\"780\" height=\"739\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/oczinka-za-kompetencziyamy.png 1920w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/oczinka-za-kompetencziyamy-300x284.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/oczinka-za-kompetencziyamy-1024x970.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/oczinka-za-kompetencziyamy-768x727.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/oczinka-za-kompetencziyamy-1536x1454.png 1536w\" sizes=\"auto, (max-width: 780px) 100vw, 780px\" \/><\/p>\n<p style=\"text-align: center;\"><em>Conducting competency assessments in LMS Collaborator<\/em><\/p>\n<blockquote><p>\u27a1\ufe0f<strong>Practical insight:<\/strong> <em>Don&#8217;t make evaluation a \u201conce a year\u201d event. Small, regular snapshots foster a culture of open feedback.<\/em><\/p><\/blockquote>\n<p>Manual processes are not just inconvenient. They lead to data loss, errors, and delays. Automation through <strong>LMS Collaborator<\/strong> allows you to launch assessments with just a few clicks, automatically send out forms, and collect results in real time.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Personal_development_plans_from_assessment_to_action\"><\/span>Personal development plans: from assessment to action<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Assessment provides answers, but development only begins when a concrete action plan is in place. The manager and employee select two to three key areas for development and formulate an annual or quarterly plan.<\/p>\n<p>In <strong>LMS Collaborator<\/strong>, you can create multiple development plans for a single user, for example, for their current role and for their desired career growth. Each plan includes:<\/p>\n<ul>\n<li>learning activities,<\/li>\n<li>personal tasks,<\/li>\n<li>one-to-one for recording meeting results directly in the system.<\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-18483 aligncenter\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/plan-rozvytku-1.png\" alt=\"pdp\" width=\"780\" height=\"735\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/plan-rozvytku-1.png 1776w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/plan-rozvytku-1-300x283.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/plan-rozvytku-1-1024x965.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/plan-rozvytku-1-768x724.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/plan-rozvytku-1-1536x1448.png 1536w\" sizes=\"auto, (max-width: 780px) 100vw, 780px\" \/><\/p>\n<p style=\"text-align: center;\"><em>Example of a development plan created in LMS Collaborator<\/em><\/p>\n<blockquote><p>\u27a1\ufe0f<strong>Practical insight:<\/strong> <em>Personal development plans only work when there is regular feedback. One-to-one meetings help to adjust goals and maintain focus.<\/em><\/p><\/blockquote>\n<h3><span class=\"ez-toc-section\" id=\"How_to_strike_a_balance_between_monitoring_the_implementation_of_development_plans_and_employee_autonomy\"><\/span>How to strike a balance between monitoring the implementation of development plans and employee autonomy?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<blockquote><p><strong><a href=\"https:\/\/www.linkedin.com\/in\/myroslav-botsula\/\" target=\"_blank\" rel=\"nofollow noopener\">Myroslav Botsula<\/a>, CEO of LMS Collaborator, Founder &amp; Mentor of El`Lab<\/strong><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-18489 alignleft\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/18c5f747-c50f-4ab8-8d68-b2e9dcce7427.png\" alt=\"\" width=\"140\" height=\"140\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/18c5f747-c50f-4ab8-8d68-b2e9dcce7427.png 483w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/18c5f747-c50f-4ab8-8d68-b2e9dcce7427-300x300.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/18c5f747-c50f-4ab8-8d68-b2e9dcce7427-150x150.png 150w\" sizes=\"auto, (max-width: 140px) 100vw, 140px\" \/><em>This is a rather individual question, and there is no universal recipe for it. But there are some best practices: divide the development plan into two parts:<\/em><\/p>\n<p><em>1. mandatory \u201chere and now\u201d \u2013 hard skills,<\/em><br \/>\n<em>2. personal development, long-term \u2013 soft skills.<\/em><\/p>\n<p><em>\u201cHard skills\u201d are those that an employee needs to develop in order to effectively perform their current functions and duties; without them, they will not be able to work in the company in their current position. \u201cSoft skills\u201d are those that are desirable to develop for professional and career growth. The mandatory part usually requires strict control with time frames, while soft skills are more autonomous.<\/em><\/p>\n<p><em>The approaches and tools for monitoring the development of hard and soft skills depend on the management style, culture, and stage of development of the company.<\/em><\/p>\n<p><em>If we refer to the theory of management evolution, or Frederick Laloux&#8217;s colorful organizations (\u201cReinventing Organizations\u201d), then \u2018red\u2019 organizations (culture of power) and \u201cyellow\u201d organizations (culture of hierarchy and rules) will prefer more rigid control methods. For \u201chard\u201d organizations, there will be daily reports, testing, and process monitoring, while for \u201csoft\u201d organizations, there will be assessment and adherence to standards of behavior.<\/em><\/p>\n<p><em>In the \u201corange\u201d culture (culture of success), the development of hard skills is monitored through KPIs and performance reviews, while the development of soft skills is monitored through teamwork and feedback, using 360\u00b0 surveys.<\/em><\/p>\n<p><em>The \u201cgreen\u201d (culture of values) will focus on engagement. Self-control and mutual evaluation are used for hard skills, while support, mentoring, and coaching are used for soft skills.<\/em><\/p>\n<p><em>Finally, the \u201cturquoise\u201d (culture of evolution) will have maximum autonomy. Employees themselves form training plans, exchange experiences in professional communities, and are accountable to the team rather than a supervisor.<\/em><\/p>\n<p><em>Therefore, the balance between control and autonomy will be determined by the conditions in which the organization operates and the required management style.<\/em><\/p>\n<p><em>If you are just building a systematic business, start with straightforward \u201corange\u201d tools (360\u00b0 assessment, KPI). If you have a self-managed team, give people \u201cturquoise\u201d freedom, where control is replaced by transparency of results.<\/em><\/p><\/blockquote>\n<h2><span class=\"ez-toc-section\" id=\"Career_advancement_requests_clear_rules_instead_of_assumptions\"><\/span>Career advancement requests: clear rules instead of assumptions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>To ensure that development does not stop, employees must have a clear mechanism for transitioning to new roles.<\/p>\n<p>Using the <strong>Career Development Requests tool in LMS Collaborator<\/strong>:<\/p>\n<p>Managers can create job lists with a list of requirements for candidates,<br \/>\nand employees can apply for professional development and promotion to a new position.<\/p>\n<p>After submitting the request, the system automatically sends a notification to the manager according to the organizational structure. The manager can:<\/p>\n<p>\u2013 accept the request;<br \/>\n\u2013 assign appropriate training if the employee lacks sufficient competencies;<br \/>\n\u2013 reject the request or send it back for revision.<\/p>\n<p>In case of further development, the employee receives an automatic notification indicating which competencies need to be improved. This makes the process transparent and helps employees understand which skills they need to develop for further growth.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-18486 aligncenter\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/zayavky-na-kar-rozvytok.png\" alt=\"career development\" width=\"781\" height=\"491\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/zayavky-na-kar-rozvytok.png 1920w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/zayavky-na-kar-rozvytok-300x189.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/zayavky-na-kar-rozvytok-1024x644.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/zayavky-na-kar-rozvytok-768x483.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/11\/zayavky-na-kar-rozvytok-1536x966.png 1536w\" sizes=\"auto, (max-width: 781px) 100vw, 781px\" \/><\/p>\n<p style=\"text-align: center;\"><em>Career development requests<\/em><\/p>\n<blockquote><p>\u27a1\ufe0f<strong>Practical insight:<\/strong> <em>A transparent career request system reduces staff turnover. It allows employees to plan their development and maintains trust in HR processes.<\/em><\/p><\/blockquote>\n<h2><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span>Conclusion<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Career elevators do not appear suddenly. First, you need to build a staircase\u2014a development system where each step is clear, achievable, and visible. Only then can technology transform this staircase into a fast and comfortable elevator.<\/p>\n<ul>\n<li>A unified competency database,<\/li>\n<li>transparent job profiles,<\/li>\n<li>regular assessments,<\/li>\n<li>individual development plans,<\/li>\n<li>career development requests.<\/li>\n<\/ul>\n<p>These are not separate HR tools, but a comprehensive system that shapes a culture of growth.<\/p>\n<p>LMS Collaborator helps bring this system together in one place: automating routine processes, making development transparent, and ensuring that people don&#8217;t get lost in large structures.<\/p>\n<p>When a company has a clear growth trajectory, everyone knows exactly where they are now and how to climb higher.<\/p>\n<div class=\"try-block\" style=\"width: 100% max-width: 750px;\">\n<div class=\"container-fluid\">\n<div class=\"try-container d-lg-flex align-items-center\">\n<div class=\"try-info\" style=\"width: 100%; padding: 30px;\">\n<div class=\"anons\">Want to build such a system for you?<br \/>\nLeave a request \u2013 we will help make team development simple and fair for everyone.<\/div>\n<div class=\"anons\"><strong><em><a class=\"button white d-flex align-items-center justify-content-center call-request-form\" href=\"#\" data-toggle=\"modal\" data-target=\"#trial\">Try LMS Collaborator<\/a><\/em><\/strong><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<p><\/p>","protected":false},"excerpt":{"rendered":"<p>Sorry, this entry is only available in UA.\u041b\u0456\u0444\u0442\u0438 \u0442\u0430 \u0441\u0445\u043e\u0434\u0438 \u2013 \u043a\u043b\u0430\u0441\u0438\u0447\u043d\u0430 \u043c\u0435\u0442\u0430\u0444\u043e\u0440\u0430 \u0440\u043e\u0437\u0432\u0438\u0442\u043a\u0443. \u041b\u0456\u0444\u0442 \u2013 \u0446\u0435 \u043f\u0440\u043e \u0448\u0432\u0438\u0434\u043a\u0456\u0441\u0442\u044c. \u041d\u0430\u0442\u0438\u0441\u043d\u0443\u0432 \u043a\u043d\u043e\u043f\u043a\u0443&#8230;<\/p>\n","protected":false},"author":6,"featured_media":18495,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[645,642,282,414,51,77,89],"class_list":["post-18474","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-competency","tag-corporatetraaining","tag-lmscollaborator","tag-assessment","tag-elearning","tag-lms","tag-pdp"],"_links":{"self":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts\/18474","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/comments?post=18474"}],"version-history":[{"count":6,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts\/18474\/revisions"}],"predecessor-version":[{"id":18504,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts\/18474\/revisions\/18504"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/media\/18495"}],"wp:attachment":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/media?parent=18474"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/categories?post=18474"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/tags?post=18474"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}