Workforce visibility & management
Coordinate workforce workflows and reporting through one platform, configured to the agreed program needs.
01 · THE RECOMMENDATION
Make one workforce investment
deliver measurable value.
Prepared for The White House — Office of Personnel Management / Department of War.
Combine WorkVue, Caroline 2.0, Advisory Services and Talent Recruitment in one five-year engagement.
01 · WORKFORCE VISIBILITY
Coordinate workforce activity.
WorkVue connects workforce workflows and reporting to support financial and operational visibility.
02 · RECRUITING DELIVERYConnect engagement to hiring.
Caroline 2.0 and Talent Recruitment connect candidate engagement with delivery, targeting shorter vacancies.
03 · PROGRAM GOVERNANCEAlign priorities and execution.
Advisory Services aligns delivery capacity, baselines and outcome measurement.
02 · THE SERVICES SUPPORTING THE RECOMMENDATION
Four services deliver three connected capabilities.
Workforce visibility through WorkVue. Recruiting delivery through Caroline 2.0 and Talent Recruitment. Program governance through Advisory Services.
SI-assisted recruiting
Use SI (Super Intelligence) and a shared candidate database to re-engage identified talent and support recruiter handoffs.
Program strategy & guidance
Align priorities, governance and implementation planning, with ongoing improvement reviews.
Recruiting delivery
Provide dedicated recruiting capacity for agreed searches, role families and hiring priorities.
ONE TEAM · ONE CONNECTED JOURNEY
From workforce need to workforce results.
Explore the connected model. Select a service to see its role and handoff.
Learn & improve
Proposed delivery model. WorkVue provides visibility across agreed workflows; Advisory Services guides the program throughout. Agency decision-makers retain hiring authority.
Measure what the government receives.
Proposed measures; establish baselines and agree targets before launch.
| Outcome | Measure | Review evidence |
|---|---|---|
| Faster hiring | Median days to qualified shortlist and accepted offer; baseline versus actual | Requisition and candidate milestone dates |
| Workforce visibility | Percentage of in-scope requisitions and assignments with complete, current status | Agreed reporting coverage and completeness checks |
| Operational efficiency | Recruiter hours per fill, avoidable vacancy days and qualified response rate | Time records, vacancy duration and outreach results |
| Accountable delivery | Percentage of milestones met on time and actions closed by their due date | Service reviews, assigned owners and action logs |
Validate attribution and actual avoidable costs. No hiring-speed improvement or savings outcome is guaranteed.
Select a component below to explore the proposed scope.
Descriptions outline proposed scope for discussion; they do not constitute a finalized statement of work or unlimited service commitment.
03 · THE INVESTMENT
Fund the complete package at $968,455 annually.
All four service components are packaged under one flat annual price for the five-year term.
WorkVueCaroline 2.0Advisory ServicesTalent Recruitment
Pricing is shown as provided. Detailed delivery scope, service volumes and commercial terms remain to be agreed.
$968,455
Fixed annual price across each of the five contract years.
Five-year contract value$4,842,275
Explore what the annual fee covers.
Select a service to review the proposed package.
01 WorkVue Workforce platform
Platform access, agreed configuration, workforce reporting and support.
Workforce workflowsReporting visibilityPlatform support
02 Caroline 2.0 SI recruiting
SI-assisted candidate engagement and shared candidate pool re-engagement for in-scope roles.
Candidate engagementTalent pool reactivationRecruiter handoffs
03 Talent Recruitment Recruiting delivery
Planning option: 50 exclusive searches annually with dedicated recruiting delivery.
Exclusive searchesDedicated deliveryRole-specific sourcing
04 Advisory Services Program guidance
Program design, implementation planning, governance and improvement reviews.
Program designGovernanceOutcome reviews
Proposed package for discussion. The 50-search allocation and delivery capacity remain planning options, subject to the agreed statement of work.
04 · THE VALUE CASE
Test whether the package pays for itself.
Estimate the cost of work left undone while roles are vacant, then model how shorter vacancies could reduce that loss. Enter your own assumptions.
Illustrative defaults: 2,000 hires, 41 fewer vacancy days per hire, $1,000 in daily productivity loss and $200 in other daily vacancy costs. Validate these assumptions against agency data. Include work left undone and avoidable overtime or temporary coverage in separate, nonoverlapping categories. These are planning assumptions, not guaranteed results.
Enter valid, nonnegative values within the field limits.
MODELED ANNUAL VACANCY DOWNTIME SAVINGS$98,400,000
Avoided lost productivity$82,000,000
Other avoidable vacancy costs$16,400,000
Annual investment$968,455
Modeled net annual value$97,431,545
Enter daily vacancy costs to calculate break-even downtime reduction.
Calculation and validation
Vacancy downtime savings = faster-filled hires × days saved per hire × (daily lost productivity avoided + other avoidable vacancy costs). Net value = vacancy downtime savings − $968,455.
Use nonoverlapping daily cost categories and document the baseline time-to-fill, attribution and actual outcomes. Productivity value may be an economic benefit rather than a cash saving. Additional implementation costs, taxes or expenses are not modeled.
05 · CONDITIONS FOR DELIVERY
Define the scope before delivery begins.
Align delivery to federal workforce oversight.
Define agency-specific roles, hiring authorities, locations and workforce categories. Align recruiting delivery with agency hiring processes and designated decision-makers.
Agree on status reporting, accountable owners, decision records and review evidence so program leaders can track delivery and explain the value of the investment.
Confirm permitted data, access roles, hosting requirements, retention and system connections through agency review before deployment. Evaluate offshore delivery access explicitly; it is a planning option subject to agency approval.
Document recruiter and agency review points, escalation paths and responsibilities for SI-assisted outputs. Confirm procurement and authorization requirements with the agency.
These are proposed implementation requirements. No FedRAMP authorization, agency approval, security certification or existing federal integration is asserted.
Platform & implementation scope
Confirm users, workforce populations, integrations, implementation responsibilities, support, data handling and applicable security requirements. No specific certification or authorization is represented here.
Recruitment & advisory scope
Agree on the exclusive search allocation, role families, locations, dedicated delivery capacity, advisory cadence, deliverables and success measures. Confirm whether the suggested 50 searches and 10–15-person team fit the program.
Billing & commercial terms
Agree on invoicing schedule, payment terms, treatment of taxes and expenses, and any applicable additional charges. The proposal does not assign separate prices to individual components.
Contract & governance
Confirm contracting entities and official organization names, procurement requirements, service levels, acceptance criteria, change control and termination provisions.
06 · THE DECISION
Align on the package, then finalize the agreement.
Validate the recruiting and vacancy assumptions, then confirm alignment on the four-service package and annual investment. Then define deployment, recruitment capacity and advisory deliverables in a joint scope session, and document them in a statement of work and five-year commercial agreement.