Workforce Intelligence· Workforce planning, succession and more
Plan the workforce you will need.
Workforce Intelligence takes planning out of spreadsheets and onto your knowledge graph: assess today's workforce, set the drivers of tomorrow's, size the gap under each scenario and track the plan that closes it — with succession and talent risk read from the same data.
In the product: Workforce Intelligence Suite
10 modules, one suite.
- Strategic workforce planningAssess today, set the drivers, size the gap under each scenario, and act.
- Succession planningReadiness for critical roles, high potentials and bench strength.
- Talent risk & retentionFlight risk for the people you cannot lose, with the drivers behind it.
- Headcount & cost forecastingHeadcount, payroll and overtime, forecast with their ranges.
- Organisation designSpans, layers, reporting lines and team shapes, read from the graph.
- Scenario planningConservative, base and accelerated scenarios, with what-ifs on each.
- Internal mobility & careersPromotion likelihood, and who could move where.
- DEI & representationRepresentation forecasts, and disparity in promotion and hiring.
- Operational workforce planningComing soonHiring and capacity month by month for the year ahead.
- Skills & capability planningComing soonThe skills the plan needs, the gaps, and roles exposed to automation.
Workforce Intelligence, part by part.
- 01
Strategic workforce planning
Four steps — current state, future drivers, gap and scenarios, action plan and tracking — in one place.
- 02
Assessed on your data
The assessment's questions are answered by the analyst on your graph, across composition, capabilities, capacity, configuration and cost.
- 03
Drivers and scenarios
Growth, AI and automation, productivity and new capabilities drive demand; compare conservative, base and accelerated scenarios.
- 04
Succession planning
Readiness for critical roles, high potentials and flight risk, from models trained on your own history — each with its model card.
Assess, Drive, Size the gap, Act and track.
- Step 1
Assess
Today's workforce, across the five Cs.
- Step 2
Drive
The drivers that shape tomorrow's demand.
- Step 3
Size the gap
Demand against supply, under each scenario.
- Step 4
Act and track
The actions that close the gap, followed through.
What the assessment covers
- Composition
- Who you have: headcount and the mix of roles, levels, locations and contracts.
- Capabilities
- What they can do, and the gaps against what the plan needs.
- Capacity
- How much they can take on: hours, workload and output.
- Configuration
- How work is organised: spans, layers, teams and locations.
- Cost
- What it costs: pay, overtime and the cost of each scenario.
Questions it answers, in your words.
- “Build a three-year workforce plan for Engineering.”
- “Who is ready to step into our critical roles?”
- “How many people do we need to hire next year to keep pace with exits?”
On the same model and graph
- Decision IntelligenceKPIs built by an agent and watched every month, with alerts on the change and the cause behind it.
- Forecasts & predictionsForecasts with ranges you can trust, and predictive models you can read.
- Common data modelOne common language for every HRIS and HRMS — Workday, Keka, SuccessFactors — with the analytical layer prebuilt.
Your next people decision, with the why attached.
Request a demo. We'll email you a two-minute walkthrough today, then set up a time that suits you.