Platform · The model
Margin at the core, and everything that moves it.
The Workforce Intelligence Model is our knowledge of workforce organisations, with a fixed formula and source for every key metric.
Intelligence
Seven modules, one model.
Each module answers a question you steer on. Because they share the same foundation, you also see how they affect each other.
- Margin intelligenceWhat does the work bring in, what does it cost, and does that match your target or budget?
- Capacity intelligenceDo you know in time whether there are enough suitable people for the demand that's coming?
- Demand intelligenceWhere is demand growing, where is it shrinking and where is it leaking away?
- Recruitment intelligenceWhich recruitment brings in people who actually start work, not just applications?
- Skills intelligenceDo you have people with the right skills and certificates for the work at hand?
- Market intelligenceComing soonHow tight is the market, and are your wages, rates and costs in line?
- Compliance intelligenceComing soonDo you stay demonstrably within the rules that apply to you, from Wet DBA (Dutch act on self-employed contractors) to GDPR?
What you see with it. What you see per module and what you do with it is under Workforce intelligence.
To the modulesStructure
From the inside out.
From what you earn to everything that moves it.
- The core: margin and revenueWhat you earn per client, contract, hour and placement, and when the money comes in. Everything else acts on this.
- Ring 1: the balanceDemand versus deployable supply. For flex in hours and shifts, for permanent in vacancies and candidates, for corporate in approved and filled headcount, for an agency in hire targets and applications. This is where results are made or missed.
- Above and belowAbove, the clients: brand, leads, requests and account management. Below, the people: employer branding, recruitment marketing, recruitment and back office.
- Around itSkills, the language between demand and supply. The market, the outside world. And compliance, the frame around everything.
A different core per type. The model is the same for every customer. The core, the weight of the layers and the terminology differ per type of organisation.
Flex workforcePermanent workforceCorporate and enterpriseRecruitment marketing agenciesThe backbone
From market demand to result.
Something leaks away between each step. For each leak you see how much, why and who can fix it.
Market coverage
What share of the demand in the market reaches you? It leaks away when employers don't know you or an account action doesn't happen.
Owner: Sales and account management
Fill capability
What share of that demand can you fill with deployable supply? It leaks away when there is too little suitable or placement-ready supply, or a rate below cost price.
Owner: Planning and recruitment
Realisation
What share is actually worked or placed? It leaks away through no-shows, dropouts, cancellations and early endings.
Owner: Planning and back office
Return
What does the deployment yield? It leaks away through a rate that lags behind cost price, uninvoiced hours, corrections and late payment.
Owner: Finance
Only deployable supply counts. Supply only counts once it is available, suitable and placement-ready. Soon Dashly will check this per person, assignment and period, after which an authorised employee decides.
Compliance intelligence (coming soon)Two keys
What connects the layers.
A key is the thread that follows a record through all your systems. Without keys, layers stay isolated islands.
Demand side: from lead to invoice
- Lead → deal → client → request or assignment → project number → shift → invoice line.
- Linked on keys such as Chamber of Commerce (KvK) number, deal ID, debtor number and project number.
- So you see margin per client and contract realisation without manual work.
Supply side: from campaign to hours
- Campaign → click → application → candidate → placement → employee → shift → timesheet line → payslip.
- Linked on keys such as UTM and click ID, candidate ID and employee number.
- So you see what recruitment really costs per worked hour.
The steering model
Eight control loops.
The steering model links the core of each layer from cause to effect.
- Capacity loop: keeps demand and supply in balance, with deployable supply as the measure.
- Commercial loop: from request to a fillable, profitable assignment.
- Recruitment loop: steers recruitment on placements and realised value, not on applications.
- Skills loop: closes the gap between the skills in demand and the skills you have.
- Margin loop: makes sure every hour and every placement earns what it should.
- Quality loop: keeps placements and clients in good shape, and spots what never comes in as a complaint.
- Market opportunity loop: turns external market data into a commercial opportunity.
- Compliance loop: keeps every deployment within the rules, from roster to placement readiness.
Underneath the eight main loops for management, operational loops run for planners, recruiters and account managers.
Calculation rules
This is how we calculate.
Fixed formulas, with source. Standard in the model, configurable per organisation.
Margin per hourweekly
Formula:rate − cost price per hour
Cost price per hourper payroll run
Formula:(gross wage + employer contributions + accruals + travel costs)worked hoursFill rate (flex)daily, weekly
Formula:filled shiftsrequested shiftsRetention after 90 daysmonthly
Formula:placed candidates still active after 90 daysplacementsContract realisationmonthly
Formula:invoiced under the contractagreed contract valueCost per worked hourmonthly
Formula:campaign costsworked hours of placed candidates
One number, three moments. Work, invoice or booking period: for each KPI we agree with you which moment counts.
Margin intelligenceQuestions
Questions about the model.
Want to see what the model looks like for your organisation? We'll show you in a demo.
01Is the model the same for every organisation?
The structure is: margin at the core, the balance between demand and supply and the layers around it. The core, the weight of the layers and the terminology differ per type of organisation. Your definitions, such as what counts as a filled shift or placement, are set up for your organisation.
02What's the difference between available and deployable?
Available is who can work. Deployable is who is also suitable for the demand and placement-ready, for example with a valid certificate and a signed contract. Only deployable supply counts in the balance.
03Why does revenue in Dashly differ from my accounting?
Because revenue can fall at three moments: when the work is done, when it is invoiced and when it is booked. For each KPI we agree with you which moment counts. We put the numbers next to your accounting and explain the difference.
04How many metrics does the model have?
For flex about 330 metrics and over 100 levers; for permanent, corporate and agency slightly fewer. That's the library. Which ones you use first depends on your type of organisation and your systems.
05Can my own AI use the model?
Yes. Via Dashly Access your AI calculates with the same formulas as your dashboards, and every answer can be traced back to the formula and the source.