Intelligence · Capacity intelligenceEnough people, weeks ahead.
Demand against the supply that's actually deployable, per region, role and week, because this is where revenue is made or missed.
What you get
What it gives you.
Capacity intelligence is the Dashly module that sets demand against deployable supply, per region, role and week.
Shortfalls spotted in time
Before work goes unfilled, not once the shift is already open.
Only deployable counts
Available, suitable, deployable. You see how much supply drops out along the way, and why.
Better use of your people
Who wants to work more hours than you give them now, who drops out and who leaves.
One example
From signal to action.
This is how one question runs through Dashly: you see what's shifting, why, and what to do about it.
You see it
Every system shows its own piece. Dashly puts them side by side, on your definitions.
You know why
The model exposes the cause, across your systems.
You act on it
A suggestion that fits the cause. You approve.
Why, and what next
Where you run short of people.
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.
- Capacity intelligence
- Demand intelligence
- Recruitment intelligence
- Skills intelligence
Why is work left unfilled when there are enough suitable people?
- How much suitable supply drops out because placement readiness isn't in order?
- What's the cause: an expired certificate, an unsigned contract or a check that's still open?
- In which roles and at which clients is the readiness loss highest?
What you doRenew certificates before the expiry date and have open checks completed before the first shift or the start.
- Capacity intelligence
- Skills intelligence
- Compliance intelligence
Which departments will be short of people in the coming months?
- How big is the gap between budgeted and filled FTE, per department?
- How many vacancies can you fill internally, and how many do you need to recruit externally?
- Which job families will you need in 12 to 36 months?
What you doPrioritise vacancies in critical departments and put internal candidates forward first.
- Capacity intelligence
- Skills intelligence
- Recruitment intelligence
In the model
What it's made of.
Steering question: do I know weeks ahead whether I have enough people?
The balance
Demand against supply. What is set against each other differs by audience: hours, vacancies, approved headcount or hire targets.
Supply in three steps
Available, suitable, deployable. Only deployable counts. What drops out between suitable and deployable, you see with the cause.
Back office
The people you already have: how much they work, how much you deploy them, and who drops out or leaves.
From your systems, for example
Scheduling, back office and payroll, and depending on your organisation your ATS, HR system or Dashly Collect.
- Requested and scheduled deployment
- Availability
- Vacancies and candidates
- Worked hours
- Dropouts and no-shows
- Active pool, placements and attrition
Steering
What you do with it.
Every number comes with something you can adjust. We set the threshold with you, based on a baseline measurement.
Start recruiting per region
Open a recruitment request where the gap is structural.
Fill shifts ahead
Actively offer open shifts to workers with hours to spare.
Only for Flex workforce
Put candidates forward
Match suitable candidates to open vacancies and put them forward.
Only for Permanent workforce
Discuss an extension
An extension conversation with the client and the employee.
Only for Permanent workforce
Close the headcount gap
Prioritise vacancies in critical departments.
Only for Corporate and enterprise
Adjust the campaign
Change budget, creative or target audience.
Only for Recruitment marketing agency
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.
Quick answers
Everyday questions.
From your own systems, on your definitions.
- Will we have enough deployable hours per region next month?
- Do we have enough suitable candidates to fill our current and future vacancies?
- Do our departments have the staffing they need, now and over the next 12 to 36 months?
- Are we hitting each client's hire target with the applications we deliver?
- Where are dropouts and no-shows rising?
Connected to
Everything connects.
All modules run on the same foundation and the same keys. That way you see how they affect each other.