Use cases
FitRank starts with one question, who should take this task, and answers the planning and hiring questions that follow from it.
- Staff an open task with the right personResource managers in IT services and consultingRank everyone who can actually take a task, with a probability and a cited reason for each person, and keep the final call with the manager.
- Cut bench time and idle costDelivery heads and resource management officesSee who is free now and in the next 30, 60 and 90 days, what idle time costs each week, and which open tasks each person could take.
- Find skill shortages before they cost you a dealPractice leads and capability plannersMark every must-have skill across upcoming tasks as shortage, tight or covered, and see who is closest to filling each gap.
- Decide whether to hire or move someoneDelivery and talent leadersCompare the best internal person with the best outside candidate for each task, with reasons on both sides.
- Bring in outside candidates when nobody inside fitsHR and talent acquisition teamsTurn 'no internal fit' into a hiring request, read resumes with personal details removed, and match candidates to every open task.
- Staff a whole portfolio of tasks at onceResource management officesPropose one person per task across every open task without double-booking anyone, and see the margin of each plan.
- Check you can staff a deal before you win itPre-sales and account teamsRun a what-if staffing check for a prospective deal using rules only, without creating a task.
- Make staffing decisions you can audit and defendLeadership, HR and complianceKeep a full trail of every recommendation, test recommendation rates for fairness, and never use protected attributes.
- Add typed AI decisions to your own toolsEngineering and platform teamsAsk bounded questions over an API and get a probability for every option, with keys, budgets and rate limits per project.
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