Workforce intelligenceKnow why it happens, and what to do.
Dashly puts the pieces from all your systems side by side and shows what is happening and why.
From report to decision
From what to what next.
Take work that's left undone: a request, vacancy or hire target that isn't filled. Here's how intelligence works through that question.
What happened?
More work went unfilled than last month. The ATS shows applications, scheduling shows open slots, accounting shows lower revenue. Each system shows its own piece.
Why did it happen?
The model puts everything side by side. There were enough suitable candidates, but some weren't deployable: a certificate had expired, a contract wasn't signed in time.
What do you do about it?
Renew certificates before the expiry date and finish the admin before the start. Focus recruitment on the roles where the real gap is.
Modules
Choose where you start.
Seven modules on one foundation. Each department steers on its own numbers; together you see the whole.
Margin intelligence
What your work earns, and what it costs.
Margin per hour below target
Capacity intelligence
Know weeks ahead whether you have enough people.
A shortage in one region in four weeks
Demand intelligence
See which clients are growing, shrinking or slipping away.
Client A is asking for less than last year
Recruitment intelligence
Steer recruitment on placements, not applications.
More applications, not more hours worked
Skills intelligence
The right people for the right request.
Requests stay open
From market demand to result
Where it leaks away.
From market demand to financial result: something gets lost between each step. You see how much, why and who owns it.
Market coverage
What share of market demand reaches us?
Lost throughVacancies at clients that don't come in as requests, clients that request less or leave, leads left waiting.
Owner: Sales and account management
Fill capability
What share can we fill with deployable supply?
Lost throughToo few suitable candidates, missing skills or certificates, checks not completed, requests that come in too late.
Owner: Planning and recruitment
Realisation
What share turns into actual work?
Lost throughNo-shows, candidates who drop out, dropout between contract and start, early leavers and attrition.
Owner: Planning and back office
Return
What does the work earn?
Lost throughRates too close to cost price, allowances not passed on, hours not invoiced, overdue receivables, expensive external hiring.
Owner: Finance
Why, and what next
Drill down to the cause.
Real questions touch several systems at once. The model follows them to the cause. Here is one question per audience.
In four weeks, will we have enough people for the shifts clients are requesting?
- How many hours are clients requesting for the coming weeks, per region and role?
- How much of that can you fill with deployable supply, not just available supply?
- Is the gap too few people, or people who aren't deployable yet?
What you doOffer open shifts to workers with hours to spare, reactivate dormant workers and start recruiting in regions with a structural gap.
Why do placements at one client so often end in the first two months?
- How many placements end within 30, 60 and 90 days, at this client and at the rest?
- Which reasons for termination are recorded, even when no complaint was ever made?
- Do the candidates match the job requirements, or does it only become clear after the start what the client wants?
What you doAccount management investigates the cause with the client, and recruitment adjusts to what the client really asks for.
Why are a department's staff costs running over budget?
- How much of the cost is external hiring and self-employed contractors?
- Which vacancies stay open for a long time, and what does that cost per critical role?
- Where are you hiring externally when permanent headcount is cheaper?
What you doConvert critical external hires into permanent headcount, and prioritise the vacancies that cost the most per day.
Why aren't our applications turning into placements at the client?
- For how many applications do we know the status in the client's ATS?
- Which channel and which creative deliver qualified applicants, not just clicks?
- What does a placement cost per channel, per client?
What you doSet up an ATS connection or a status agreement with the client, and steer budget to the channels with the lowest cost per placement.
What you get
What it gives you.
Four things you don't get from separate reports.
One version of the truth
Management, finance, recruitment and planning work with the same definitions. So everyone talks about the same number.
See leaks sooner
An alert as soon as something leaks away: a client requesting less, a channel costing money, a certificate about to expire.
Steer on results
Rates, recruitment and scheduling based on what the work really earns, not on applications or revenue alone.
Your AI uses the same numbers
Claude, ChatGPT, Copilot or your own agents work on the same model via MCP. Every answer can be traced back to formula and source.
How we work
We set it up, you approve.
Dashly AGI, our digital colleagues, sets up each layer. A data manager reviews it with you if you want. Nothing goes live until you approve.
Connect
Your systems connected: flowing in automatically, with history, monitored.
Model
The model set up on your definitions: what counts as a placement, hire or worked hour.
Validate
We check the numbers against your own and explain the differences.
Live
Only once the numbers add up: in dashboards, in your own AI, or both.
Questions
Questions about workforce intelligence.
Question not listed? In a demo we show you on your own systems.
01What's the difference between workforce intelligence and the reports in my ATS?
A report in your ATS shows what happened in that one system. Workforce intelligence puts ATS, scheduling, payroll, accounting and CRM side by side in one model with fixed formulas. So you also see why something happened, and what to do about it.
02Which systems do I need to connect?
That depends on the module. Margin intelligence needs payroll, accounting and scheduling. Recruitment intelligence needs your ATS, scheduling and advertising channels. You pay per connection, not per module. A system you connect once counts for every module that needs it.
03Can I start with one module?
Yes. You start with the question that pays off most right now. The model has a fixed build order for each type of organisation. Because all modules sit on the same foundation, the others can be added later without starting over.
04Does the model also work for a corporate recruitment department or an agency?
The model is the same for every organisation. The core, the weight of the layers, the terms, metrics and levers differ by audience. In a corporate, your clients are your departments and you steer on staff costs against budget. In a recruitment marketing agency, you steer on clients' hire targets and margin per client after media spend.
05Can I trust my AI's answer?
From Knowledge onwards your AI works via MCP on the same model and the same formulas as your dashboards. It only sees what you're allowed to see. Every answer can be traced back to formula and source.
06Why are some modules not available yet?
We're building Market and Compliance intelligence now. Market intelligence needs outside sources, such as open data and vacancy data. Compliance intelligence flags risks in your own data and isn't legal advice. Want to be among the first to use them? Tell us in a demo.