The HR function split into seven areas, each area split into the stages of its real workflow, and each stage given a module that turns that step's data into a decision. Every module is a reusable template, configured for an organisation's own policies and data.
Same models, configured per organisation
Sample findings from the full model
Stage 2, job description: a typical copied JD scores 5 out of 100. It has no pay range, 13 requirement lines and 7 exclusionary terms, each of which shrinks the qualified pool.
Stage 3, job boards: the board bringing the most applicants was not the cheapest source of hires. Employee referrals beat every job board on cost per hire, and the search agency cost over four times as much per hire.
Stage 6, offer: a 25% hike with one competing offer and a week's delay lands at about 69% acceptance. Sending the offer within three days is the cheapest lever.
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Functions and stages
Highlighted stages have a working module in the full model, open to approved clients. The rest are mapped and will be built in the same pattern.
How the stages connect to money
Each function carries a project P&L. In Talent Acquisition, time to fill, notice periods, drop-offs and ramp-up feed straight into project cost, cost as a share of contract value, revenue output and margin, under time-and-material or fixed-price billing. Compensation, Learning and the other functions will plug into the same P&L, so an HR decision is always read against what it costs and what it earns.
Implementation · pay per module
Take a module into your organisation
Indicative pricing per module, per organisation. A full function is priced as the sum of its modules, less 20%.