Your knowledge of your team is the most valuable data we have.
"I know what my team can do. I have just never had a structured way to say it - or prove it when it matters."
WorkRedesign gives managers a structured, evidence-backed way to put that knowledge on the record. Not to replace your judgement - to make it auditable and actionable.
What managers tell us gets in the way
Before and after - what changes when skills intelligence is grounded in manager knowledge, not just system data.
Visibility of team capability
Your instinct about who can do what is right most of the time. But it is invisible to anyone above you - and inaccessible when you need to make a case for someone.
Spotting gaps before they hurt delivery
Most skill gaps are obvious in hindsight. The problem is that there is no structured way to see them coming - until a project is already at risk.
Finding internal candidates for roles
When a role opens up, the default is to go external. Internal candidates with the right skills are missed because there is no way to find them quickly.
Career development conversations
Annual reviews are backward-looking. Development conversations happen without a clear picture of where someone's skills could take them next - so the conversation defaults to "keep doing what you're doing."
Promotion and grading decisions
Making a case for someone's promotion relies on your advocacy and your memory. There is rarely a structured evidence trail to back it up - which makes the conversation harder and the outcome less certain.
Time cost of HR processes
Skills and performance processes are often designed for HR, not managers. They take too long, return too little, and feel disconnected from the actual work of managing a team.
Designed to fit into how you already manage
The adjudication process is built around manager workflows - not bolted on top of them. It takes minutes per employee, not hours.
Review AI-generated skill profiles for your team
WorkRedesign pre-populates profiles for each of your reports based on data from your HRIS, LMS, and performance systems. You see a first-pass view that already captures much of what you know - and you tell us where it is right and where it is not.
Typically 5-10 minutes per employeeAccept, add evidence, or flag disputes
For each skill claim, you can accept it with a note, add evidence that supports it (a project outcome, a peer observation, a specific piece of work), or flag it for review if you disagree. No skill enters the record without your sign-off.
Every decision is audit-logged with your name and rationaleSee the validated view of your team
Once the adjudication is complete, you get a clean, validated view of your team's capabilities - which you can use immediately in planning, development conversations, and internal mobility decisions. It is your knowledge, made searchable and shareable.
Role-gap view and career lattices generated automaticallyKeep it current as your team evolves
Skills records are not a one-time exercise. WorkRedesign is configured to surface update prompts at the right moments - after a project completes, after a performance review, when someone moves roles. You stay in control without a constant admin burden.
Configurable update cadence that fits your review rhythmWhat the manager workflow looks like
A preview of the adjudication interface - the structured workflow where managers validate and enrich AI-generated skill profiles for their team.
What changes when your team's skills are on the record
A validated view of your team's capabilities
A clean, auditable skills record for every report - built from your knowledge and system data, verified by you, and ready to use in any people decision.
Skills gap visibility before it hurts delivery
A role-gap view that shows exactly where your team's skills fall short of what the work requires - giving you time to address it before it becomes a delivery problem.
Internal mobility paths for every team member
Career lattices showing where each person could go next - horizontal, vertical, and cross-functional - based on their verified skills. Conversations grounded in data, not just aspiration.
Stronger development conversations
Development plans built on a clear picture of where someone's skills sit today, what gaps exist, and what realistic next steps look like. Not annual review theatre - actual career planning.
Evidence-backed promotion cases
When you make the case for someone, you have a provenance-tracked skills record and an evidence trail to back it up. Your advocacy is supported by data - not just your memory.
Recognition for knowledge you already have
The adjudication process surfaces and records what you know about your team. That knowledge becomes part of the organisation's record - attributed to you as the validating manager.
"I was sceptical at first - another HR process to complete. But the adjudication interface was genuinely fast. I did my whole team in under two hours, across a few sessions. And the output was actually useful. I used the career lattices in three development conversations the same week. That has never happened with an HR tool before."
Make your team's skills impossible to ignore.
WorkRedesign gives managers the structured, evidence-backed way to put what they know on the record. Start with a discovery call - we will show you what the adjudication process looks like for your organisation.
No commitment. No sales pitch. Just an honest conversation.