Who it's for · Corporate and enterprise
Staffing levels per department, within budget.
Dashly shows HR whether departments have the right people and skills, now and later, within budget.
The core
What it comes down to.
There is no client and no margin per hour. We start with the recruitment department, from vacancy request to contract.
Steering question
Do our departments have the right people and skills, now and later, at an acceptable cost?
Balance
Headcount plan and vacancies per department against own staff, internal mobility, recruitment and contingent labour.
Result
Staff costs against budget, cost per hire and time to productivity.
Why, and what next
Where hiring and headcount fall behind.
Where does a vacancy get stuck, from request to contract?
- How many working days are there between request and approval, per department?
- How long does it take the hiring manager to respond to a candidate?
- How many open vacancies does each recruiter have?
What you doSimplify the approval route, agree on feedback within 48 hours, or redistribute the workload.
Why do we hire so much through agencies?
- What share of hires comes through agencies, per job family?
- What does a hire cost per channel: agency, referral, internal or direct?
- Are these scarce roles, or recurring roles we could recruit for ourselves?
What you doStrengthen in-house sourcing and referrals for recurring roles.
Which department is behind its headcount plan, and what does that cost?
- How many FTE separate budgeted and filled headcount, per department?
- Is it due to turnover, slow recruitment or a scarce skill?
- What does an open vacancy in a critical role cost per day?
What you doPrioritise vacancies in critical departments, and retain key talent.
Which type
A different core per type.
Recruitment department
Steers on time to hire, quality of hire and cost per hire.
HR and workforce planning
Steers on the right staffing levels and skills, at acceptable staff costs.
Modules
Where you start.
We build this first. The rest follows when you want to go further.
Recruitment intelligence
From approval to signed contract: time to hire, source of hire and agency dependence.
Capacity intelligence
Headcount plan against actual staffing per department, with turnover and internal fills.
Skills intelligence
Skills gap per department and succession for critical roles. Scarcity and salary benchmarks are added with Market intelligence (coming soon).
Demand intelligence
Vacancy requests per department, and the lead time to approval.
Your systems, your model. Your ATS (such as Recruitee), HR system (such as AFAS), headcount plan and recruitment channels.
All connections
Also for
