Industry solution

HR, Staffing & Workforce

Hire, redeploy and grow your people on skills, not spreadsheets

Connected products for HR teams, staffing firms and workforce planners, from requisition and roll-off to reskilling and wellbeing.

Products
8
Challenges
6
Concepts
17
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Resourcing manager reviewing a weekly staffing board with two colleagues in an open-plan office
CrewFoundry(opens CrewFoundry in a new tab)PlanMagnet(opens PlanMagnet in a new tab)BuildMyIQ(opens BuildMyIQ in a new tab)TechnoSpam(opens TechnoSpam in a new tab)TimeCampus(opens TimeCampus in a new tab)FluidGrids(opens FluidGrids in a new tab)BigConsole(opens BigConsole in a new tab)Botlit(opens Botlit in a new tab)

The problem

Why workforce decisions are hard to get right today

People data is split across an applicant tracker, an HR system, a learning platform, timesheets and staffing spreadsheets, so bench time, lapsed training and overload surface late and planning starts with reconciling exports.

Most people teams run on a stack assembled over a decade: an applicant tracker, an HR system of record, a learning platform, a timesheet tool, a spreadsheet of who is staffed where, and a wellness vendor on the side. Each holds a piece of the same person. The skills someone was hired for sit in the tracker, the skills they have since built sit in the learning system, and the skills a project needs sit in a delivery plan HR cannot see. Every staffing, hiring or planning decision starts with a reconciliation.

For staffing and project-driven firms the pressure is sharper. People are the capacity the business sells, and every day on the bench or blocked by a lapsed certificate is revenue that does not come back. Demand moves with the sales pipeline, supply moves with roll-offs and resignations, and the two are rarely on the same screen, so external hiring and contractor spend fill gaps that redeployment or reskilling could have closed.

Employees, meanwhile, are rightly wary of how their data is used. Workload and wellbeing matter, but monitoring tools that capture screens and keystrokes erode the trust a people team depends on. The job is to see overload early and in aggregate, use the records people submit themselves, such as timesheets, leave and certificates, only for the purposes they were given for, and act without turning the people platform into a surveillance system.

Who this is for

  • Chief People Officer or Head of HR

    One reconciled workforce record, defensible decisions, and a workload picture that never relies on monitoring individuals.

  • Resourcing and staffing operations manager

    Seeing roll-offs, the bench and incoming demand together, and redeploying people on skills before they sit idle.

  • Talent acquisition lead

    Skills-based requisitions, consistent interview scorecards, and new hires who are productive in their first weeks.

  • L&D and compliance training lead

    Role-based paths, mandatory training that never lapses unnoticed, and proof of completion the moment a client asks.

  • Workforce planner or people analytics lead

    Supply against demand by skill and quarter, with a source behind every number and access controls on sensitive fields.

  • HR business partner

    Fewer repeat policy questions, consistent answers across locations, and questions that arrive with their context attached.

A day in the life

The story behind the solution

A week of staffing, hiring and planning on one set of records

Adaeze Okafor leads a twelve-person people team at Larkspur Crest Consulting. About a third of the firm's consultants are contractors placed on client sites; the rest are staffed onto projects from three delivery centers. Her week usually goes to reconciling roll-off dates from account managers, demand from sales, training records from one system and placements from another. This is how the same week could run with the products working together.

  1. Monday, 8:10 am

    Eleven consultants roll off on Friday

    The weekly resourcing call opens with bad news: a retail client's loyalty program wraps on Friday and eleven consultants come off it at once. Sales has just closed a data-platform rebuild that starts in three weeks, and the delivery lead has already set it up in PlanMagnet with the cloud data engineers it needs. On the bench and redeployment board, Adaeze sees the roll-offs lined up against those staffing requests: two are a direct fit and three are one skill short. She confirms the two and sends the three to TechnoSpam study plans before anyone posts an external role.

    How this is solved: Consultants roll off before the next project is ready

  2. Monday, 2:30 pm

    A requisition open for seven weeks

    Marcus Lindqvist, an engineering director, asks why his site reliability lead is still unfilled. The posting was copied from an old one, and the panel has scored the same finalist three different ways. Adaeze rebuilds the requisition from the CrewFoundry skills graph so screening and scorecards use the same six capabilities, and sets up onboarding so the eventual hire finds a laptop, working access and a BuildMyIQ on-call learning path waiting on day one.

    How this is solved: Requisitions written as job titles, new hires idle in week one

  3. Tuesday, 7:40 am

    The client finds the lapsed training first

    An email from a client's vendor-management office: two contractors cannot badge in because their data-protection refreshers lapsed, and one never took the secure-coding module added to the supplier terms. Adaeze opens the credential expiry board, assigns both refreshers, seats them in Thursday's recertification cohort and sends the client a dated plan by lunch. Then she adds a BigConsole alert on the nightly expiry feed from FluidGrids, so the next expiry reaches the account manager two weeks early instead of the client on the day.

    How this is solved: Lapsed mandatory training discovered by the client, not by HR

  4. Wednesday, 6:50 pm

    The platform team is online every evening

    A delivery lead mentions that the platform team has worked most evenings for three weeks. A manager suggests monitoring software, and Adaeze declines. The TimeCampus pulse shows the pattern in aggregate, after-hours share well above other teams for three weeks running, without naming anyone. She sends the capacity note to PlanMagnet, where the sprint turns out to be committed beyond capacity, and the delivery lead moves two stories out before anyone is asked for another late night.

    How this is solved: Seeing team overload without monitoring individuals

  5. Thursday, 11:00 am

    Forty emails about one leave policy

    A revised parental-leave policy went out yesterday. By late morning the HR inbox holds forty-odd questions about eligibility, taking the leave in blocks and contractors on client sites, and one contractor has already received an answer meant for employees. Adaeze points the questions to the Botlit HR assistant, grounded in the new policy and the contractor terms. It cites the clause it used and hands anything it cannot answer to an HR partner with the conversation attached.

    How this is solved: HR business partners buried in the same policy questions

  6. Friday, 3:00 pm

    The quarterly workforce review

    The CFO, the delivery heads and Adaeze meet to decide how next quarter's pipeline gets staffed. Instead of five exports, they open one BigConsole console, filled overnight by FluidGrids: demand from PlanMagnet, supply and attrition from CrewFoundry, team load from TimeCampus. The gap in cloud data engineering is visible by skill family, the build, buy or borrow proposal is on screen, and every figure links to its source. For once, the meeting spends its time deciding.

    How this is solved: A quarterly workforce plan built from five exports that disagree

Nothing in the week took a decision away from Adaeze or her colleagues. What changed is where each decision started: one workforce record, one skills language and one set of numbers everyone could trace, while people's own time data stayed theirs. The story is illustrative and shows how the products are designed to work together.

Challenges and how they are solved

6 problems, several products, one connected answer

Each challenge shows the problem as it happens, how the products are designed to hand work to each other, and the concepts that illustrate it. Share any challenge on its own.

Challenge 1 of 6

Consultants roll off before the next project is ready

CrewFoundry(opens CrewFoundry in a new tab)PlanMagnet(opens PlanMagnet in a new tab)TechnoSpam(opens TechnoSpam in a new tab)

The problem

Friday is the last day of a client program, and eleven consultants roll off with it. The resourcing manager gets the exact dates from a spreadsheet kept by the account team, incoming demand lives in the sales forecast and in delivery leads' heads, and the skills each person has actually built sit in resumes nobody has updated since they joined. A data-platform project starts in three weeks and needs cloud data engineers. Three of the roll-offs are close: they know SQL and pipeline orchestration, just not the cloud warehouse the client uses. Nobody connects them to the demand until they have sat on the bench for two weeks, and by then the firm has quietly posted external requisitions for roles it could have filled from within.

What it costs

Bench time is paid time with no bill rate against it, consultants read a long bench stretch as a reason to leave, and external hiring fills roles the firm could have redeployed into.

How the products work together

As soon as an engagement is likely, the delivery lead sets it up in PlanMagnet, soft-booked until the contract is signed and hard-booked after. PlanMagnet is designed to turn planned projects and engagements into dated role-and-skill staffing requests, weighed against CrewFoundry capacity through their integration. CrewFoundry's bench and redeployment board is designed to line up every assignment end date for the next six weeks against those requests and use the skills graph to mark each consultant a direct fit, one skill short or no current fit. For the near misses, CrewFoundry is designed to hand a reskilling nominee list to TechnoSpam, where each consultant follows a goal-based study plan with runnable practice. Certificates are designed to flow back to the CrewFoundry skills record, so the match updates before the start date. Only gaps nobody can close in time become external requisitions.

The outcome it is designed for

Resourcing sees roll-offs weeks ahead, decides redeployment on skills rather than memory, and raises external requisitions only for the gaps it cannot close in time.

The concepts behind it

Challenge 2 of 6

Requisitions written as job titles, new hires idle in week one

CrewFoundry(opens CrewFoundry in a new tab)BuildMyIQ(opens BuildMyIQ in a new tab)

The problem

A requisition for a site reliability lead has been open for seven weeks. The posting was copied from the last one, a title, a years-of-experience line and a list of tools, so recruiters screen on keywords and the interview panel scores the same finalist three different ways. When an offer finally lands, onboarding runs on email: the laptop arrives on day three, access requests sit in a queue, and the new lead spends the first week reading a wiki because nobody assigned a learning path for the firm's on-call practices and delivery method.

What it costs

Time-to-fill stretches, hiring decisions are hard to defend, and senior hires take weeks to become productive while their managers improvise onboarding around them.

How the products work together

CrewFoundry is designed to start the requisition from its shared skills graph rather than a job title, so the posting, the screening and the interview scorecards refer to the same capabilities, and candidate matching is designed to show which skills each ranking rests on. On hire, the candidate becomes an employee on the same record, and CrewFoundry's onboarding workflow is designed to track offer, paperwork, laptop and access setup, training and day one, each task with an owner and a due date. The training stage is designed to hand the new hire to BuildMyIQ for a role-based path mapped to the same skills, with progress reported back so the manager knows when the new lead is ready for a first rotation. CrewFoundry keeps the skills record, BuildMyIQ runs assessed onboarding and mandatory training, and TechnoSpam covers hands-on technical practice.

The outcome it is designed for

Requisitions, scorecards and learning paths speak the same skills language, and a new hire's first weeks are planned before they arrive.

The concepts behind it

Challenge 3 of 6

Lapsed mandatory training discovered by the client, not by HR

BuildMyIQ(opens BuildMyIQ in a new tab)CrewFoundry(opens CrewFoundry in a new tab)FluidGrids(opens FluidGrids in a new tab)BigConsole(opens BigConsole in a new tab)

The problem

At 7:40 on Tuesday a client's vendor-management office writes in: two contractors on its site have lapsed data-protection refreshers and cannot badge in until they are current, and one of them never took the secure-coding module the client added to its supplier terms last quarter. The training records exist, but in a learning system nobody checks against placements, and the placement list lives somewhere else. The account manager spends the day apologizing, the contractors lose billable hours, and HR books a catch-up session for the whole account.

What it costs

Lapsed mandatory training can stop people working on a client site, strains the client relationship, and turns every audit request into a manual reconciliation of spreadsheets.

How the products work together

BuildMyIQ holds the mandatory courses, assessments and certificates, each designed to carry an expiry date. Its workforce credential board is designed to join those certificates with CrewFoundry placement records, so every person is shown against the training their current or next client requires, grouped into 30-, 60- and 90-day horizons. From the same board a coordinator assigns a refresher or seats people in the next facilitator-led recertification cohort. A scheduled FluidGrids workflow is designed to carry the expiry dataset into a BigConsole data sink each night, where a threshold alert, such as a placed contractor within fourteen days of expiry, is designed to route by severity to the account manager and the resourcing channel. When the refresher is passed, the renewed certificate is designed to flow back and clear the alert.

The outcome it is designed for

Expiries surface weeks before a client notices, refreshers are scheduled around assignments, and completion evidence is in one place when a client asks for it.

The concepts behind it

Challenge 4 of 6

Seeing team overload without monitoring individuals

TimeCampus(opens TimeCampus in a new tab)PlanMagnet(opens PlanMagnet in a new tab)CrewFoundry(opens CrewFoundry in a new tab)

The problem

On Wednesday evening a delivery lead mentions that the platform team has been online most nights for three weeks. HR cannot tell whether that is one hard release or a pattern, and the sprint plan shows the team at a normal load because it counts committed work, not the evenings spent finishing it. A manager suggests activity-monitoring software with screenshots and keystroke logs; the engineering director says the team would read it as distrust, and she is right. The last engagement survey did flag workload, but it arrived two months after the fact and could not say which team.

What it costs

Overload stays invisible until someone resigns or takes extended leave, while monitoring tools would erode the trust that makes people raise problems early.

How the products work together

TimeCampus is designed to capture work patterns without screenshots, keystroke logging or idle-time policing, and its team workload pulse is designed to show only aggregates (after-hours share, meeting load, focus time) for groups above a minimum size, never a named person. When a team stays over a threshold for several weeks, TimeCampus is designed to pass a capacity note to PlanMagnet, where the delivery lead sees it beside the sprint commitment and re-sequences work against real capacity. If the gap is structural, the same note can become a staffing request in CrewFoundry, so resourcing adds a person instead of asking for more evenings. Only the team figure travels between the products; each employee keeps a private view of their own pattern and decides which aggregate signals are shared.

The outcome it is designed for

Leaders see sustained overload early enough to change plans, people keep ownership of their own data, and the fix is a lighter plan or another person, never more monitoring.

The concepts behind it

Challenge 5 of 6

HR business partners buried in the same policy questions

Botlit(opens Botlit in a new tab)FluidGrids(opens FluidGrids in a new tab)CrewFoundry(opens CrewFoundry in a new tab)

The problem

A revised parental-leave policy went out on Wednesday, and by 11 on Thursday the HR inbox holds forty-odd messages. Can the leave be taken in blocks? How many months of service make someone eligible? Does it cover contractors placed on client sites? How does it interact with the holiday calendar at the second delivery center? Two HR business partners spend the morning pasting paragraphs from the handbook, and one contractor receives an answer written for employees, the kind of slip that turns into a grievance.

What it costs

Skilled HR partners spend their days on repeat questions instead of casework, answers vary with whoever replies, and a wrong answer on leave or pay creates real employee-relations risk.

How the products work together

Botlit is designed to run an HR assistant grounded in the firm's own knowledge bases (the parental-leave policy, the handbook, the contractor terms), citing the passage behind each answer or saying plainly that nothing matches and pointing the person to HR. Workspace policies are designed to keep the assistant away from topics it should not handle, such as individual pay. For questions about a person's own record, like a leave balance, Botlit agents are designed to read from CrewFoundry under the employee's own permissions. They can then trigger a FluidGrids workflow, built in Botlit's embedded workflow builder, that is designed to open a leave request in CrewFoundry or route the question, with the conversation attached, to an HR partner's queue, so the partner starts with context instead of a blank email.

The outcome it is designed for

Employees get consistent, sourced answers at any hour, and HR partners spend their time on the questions that genuinely need a person.

The concepts behind it

Challenge 6 of 6

A quarterly workforce plan built from five exports that disagree

BigConsole(opens BigConsole in a new tab)CrewFoundry(opens CrewFoundry in a new tab)PlanMagnet(opens PlanMagnet in a new tab)TimeCampus(opens TimeCampus in a new tab)FluidGrids(opens FluidGrids in a new tab)

The problem

Friday at 3:00 is the quarterly workforce review, which has to look beyond the six-week bench view to the whole next quarter. The CFO wants to know how many people the pipeline needs and whether to hire, reskill or bring in contractors. HR's headcount export disagrees with finance's because contractors are counted differently, the delivery heads bring their own demand estimates, and attrition and utilization come from a slide built last month. The meeting spends forty minutes reconciling numbers and ten deciding anything, and the plan is stale by the following week.

What it costs

Hiring plans drift away from actual demand, contractor spend grows by default, and leaders lose confidence in people data because nobody can show where a number came from.

How the products work together

CrewFoundry keeps one workforce record for employees, contractors and field crew, with headcount, attrition, utilization and time-to-hire. PlanMagnet supplies planned demand, soft- and hard-booked, and TimeCampus contributes aggregate capacity and load by team. Scheduled FluidGrids workflows are designed to carry these records into governed BigConsole data sinks, where a workforce plan console is designed to show supply against demand by skill family and quarter, propose a build, buy or borrow mix for each gap for a person to accept or change, and explain what moved since the last review with a citation behind each statement. Salary fields are designed to be masked for most viewers, and row-level rules are designed to keep each delivery head to their own practice, so one console can serve the CFO, HR and delivery.

The outcome it is designed for

The review starts from one reconciled set of numbers with sources, and the discussion moves from whose export is right to which gaps to close and how.

The concepts behind it

How it fits together

How the products hand off across the workforce lifecycle

Each step is one product doing one job and handing a concrete record to the next: a capacity note, a staffing request, a reskilling nominee, a certificate, a placement, an expiry dataset or a governed data sink.

  1. To PlanMagnet: Aggregate capacity note beside the sprint commitment

  2. To CrewFoundry: Staffing requests with role, skills, start date and soft or hard booking

  3. To TechnoSpam: Reskilling nominees with the missing skill and a target start date

  4. To CrewFoundry: Certificate designed to update the consultant's skills record

  5. To BuildMyIQ: New hires and placements with their client training requirements

  6. To FluidGrids: Certificate and expiry records by person, client and requirement

  7. To BigConsole: Keyed data sinks for workforce, demand, aggregate load and credentials

Step 1 of 8: Read team load in aggregate

Products in this solution

What each product brings

  • CrewFoundry

    Workforce record, hiring, onboarding and resourcing

    One data model for employees, contractors and field crew, with hiring, timesheets and leave today, and a shared skills graph, structured onboarding and bench-aware resourcing designed in.

    Visit CrewFoundryAll concepts

  • PlanMagnet

    Project staffing demand and capacity-aware plans

    Plans against real team capacity and skills through its CrewFoundry integration, and is designed to raise dated role-and-skill staffing requests from planned engagements.

    Visit PlanMagnetAll concepts

  • BuildMyIQ

    Assessed onboarding and mandatory training

    Brings courses, assessments, facilitator-led cohorts and verifiable certificates into one record, and is designed to hold role-based onboarding paths and expiring mandatory training that staffing decisions can rely on.

    Visit BuildMyIQAll concepts

  • TechnoSpam

    Hands-on technical reskilling

    Gives consultants and engineers runnable practice, goal-based study plans and certificates tied to completed work, so a new skill is demonstrated rather than attended.

    Visit TechnoSpamAll concepts

  • TimeCampus

    Aggregate workload and capacity signal

    Built on the premise that insight should never require surveillance: people own their personal context, and teams see aggregate load, which is the signal capacity planning actually needs.

    Visit TimeCampusAll concepts

  • FluidGrids

    Scheduled data movement and HR workflows

    The documented route into BigConsole: scheduled workflows end in a data sink node, and the same builder, embedded in Botlit, is designed to run the leave and escalation workflows the assistant triggers.

    Visit FluidGridsAll concepts

  • BigConsole

    Governed workforce analytics and alerts

    Designed to bring workforce, demand, compliance and load data into governed consoles, with threshold alerts, cited explanations and field masking for sensitive people data on its roadmap.

    Visit BigConsoleAll concepts

  • Botlit

    Grounded HR assistant

    HR answers must be sourced: Botlit manages knowledge bases, agents and policies in one governed workspace today, with cited answers and handoff to a person designed in.

    Visit BotlitAll concepts

One platform underneath: Burdenoff Workspaces

All eight products run on Burdenoff Workspaces: one sign-in for every employee, contractor and manager, role-based access that decides who sees pay and performance data, one audit trail across hiring, learning and staffing actions, and one bill.

Concept gallery

Every concept in this solution

17 concepts from 8 products. Each one links to its own page on the product's website, and every view has a link you can share.

Pitch kit

The HR & Workforce solution in one minute

Burdenoff is designing the people side of a staffing or project-driven firm to run on one foundation. PlanMagnet is designed to turn planned work into skill demand, CrewFoundry to match it against roll-offs, the bench and new hires, BuildMyIQ and TechnoSpam to close compliance and skill gaps, TimeCampus to show team overload without monitoring anyone, BigConsole, fed by FluidGrids, to put the workforce plan on one governed screen, and Botlit to answer HR questions from your own policies.

  • See roll-offs, the bench and incoming project demand together, and redeploy on skills before people sit idle
  • Write requisitions, interview scorecards and onboarding paths in the same skills language
  • Catch expiring mandatory training weeks before a client does, with completion evidence in one place
  • Read team workload in aggregate only: no screenshots, no keystroke logging, no covert activity monitoring
  • Run the quarterly build, buy or borrow review from one reconciled, access-controlled console
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Questions

Frequently asked

Does this monitor individual employees?

No covert monitoring. Timesheets and leave that people submit themselves stay in CrewFoundry for pay and billing, but TimeCampus is designed without screenshots, keystroke logging or idle-time policing, and its workload views are designed to be aggregate only, shown only for groups above a minimum size. Each person keeps a private view of their own patterns and decides through consent settings which aggregate signals are shared with work. Capacity notes sent to PlanMagnet carry team figures, never a named person.

We already have an HR system of record and an applicant tracker. Do we have to replace them?

Not on day one. CrewFoundry is designed to be the workforce record, but the products can be adopted in stages, for example starting with resourcing and mandatory training while existing systems keep running. Records from other systems can be brought into BigConsole data sinks through FluidGrids workflows for planning. The sequence would be agreed with your team during a pilot.

Does this work for staffing firms with contractors placed on client sites?

Yes, that is a core design case. CrewFoundry models employees, contractors, gig workers and field crew on one record, the bench and redeployment board is designed around assignment end dates, and the BuildMyIQ credential board is designed to track client-required training against each placement. Background checks, statutory payroll runs, multi-jurisdiction compliance automation and field-crew scheduling are on CrewFoundry's roadmap rather than available today.

Is this solution available today?

The products are early and pre-launch, and this page describes a solution concept. Several capabilities shown are in progress or on the roadmap, including CrewFoundry's skills graph, structured onboarding, candidate matching and bench management; BuildMyIQ learning paths; BigConsole alerts, explanations, field masking and automated ingestion from FluidGrids; grounded citations and human handoff in Botlit; the new boards and consoles introduced here; and the cross-product hand-offs. We are glad to walk through what exists now and shape a pilot around your priorities.

Can the HR assistant give employees wrong or sensitive answers?

Botlit is designed to answer only from the knowledge bases you connect, show the passages it used, and say plainly when nothing matches instead of guessing. Personal questions are designed to be answered under the employee's own permissions, and workspace policies are designed to keep topics such as individual pay out of scope. It supports HR partners rather than replacing their judgment, does not give legal advice, and is designed to route unresolved questions to a person.

Why use BuildMyIQ and TechnoSpam when CrewFoundry has learning features?

Each has a distinct job. CrewFoundry keeps each person's skills record and assignments. BuildMyIQ is designed to be the system of record for assessed onboarding and mandatory training, with cohorts and expiring certificates. TechnoSpam covers hands-on technical practice with runnable exercises. Completions from both are designed to flow back to one CrewFoundry skills record, so hiring, staffing and learning read the same picture.

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Where these products also work together

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This is a solution concept: it shows how Burdenoff products are designed to work together in this industry. The images are illustrations of the concepts, not screenshots of the actual products, and every name and figure in them is sample data.