Control tower
One pane of glass for the whole TA function
+453%
Kraków GCC · YoY growth
RR's fastest-scaling hub · hire/departure ratio +35 · TA technology must scale with it — workforce-planning feed and ServiceNow JML automation are the critical path.
TA workflow automated
47%
only ~6% of firms exceed 75% (Aptitude)
AI-assisted reqs
64%
~62% of employers use AI in hiring (Aptitude/SHRM)
Recruiter hours saved / qtr
1,180
recruiters spend ~52% of time on admin (Shortlistd)
Time-to-fill
42d
industry avg ~42d (SHRM)
Signals — where to intervene
High HireEz ↔ Workday sync degraded — candidate skills not flowing · 6h
Watch Talent-pool availability low — no workforce-planning feed
Watch 12 partner seats pending offboarding — SoD risk · ServiceNow joiner-mover-leaver not yet live
OK All high-risk AI uses keep a human in the loop · EU AI Act mapped
Info Skills taxonomy v2 ready to publish to external apply
WFP readiness
Holistic view of workforce-planning maturity across its dependencies
62%
overall readiness
4 ready · 4 at risk · 2 not ready — pooling cannot scale until the reds clear
Demand vs supply
Rolling 90 days · active recruitment vs available supply
Open vacancies
537
illustrative
Planned vs actual
612 / 537
88% of plan · illustrative
Reqs per recruiter
~9 open
~13 open / ~7 hires per recruiter (Ashby/Gem)
Apps → offer
~0.6%
~291 apps/hire · ~35% screen pass-through (Gem)
Requisition status
Demand vs supply by skill family
Green on trackAmber riskRed intervene
Automation flows
The hiring lifecycle as an automation pipeline · where AI assists, where a human stays in the loop
Steps automated / assisted
11 / 16
Manual touch removed
63%
Human-in-the-loop gates
4
on every decision step
AutomatedAI-assistedManualHITL = human-in-the-loop
AI adoption & value
Every AI capability in TA · adoption, value, and how it is governed
Industry context: ~62% of employers now use AI in TA — yet ~88% of HR leaders report no significant measurable value yet (Aptitude Research / Gartner 2025). Governance and adoption depth are the gap.
AI capabilities live
6
Average adoption
72%
illustrative target · benchmarked vs iX Hello rollout
High-risk uses governed
100%
human-in-the-loop ✓
EU AI Act risk class per capabilityLimitedHigh = strict oversight
Skills & B/B/B/B
Real workforce composition + the buy / build / borrow / bot lens
Workforce composition
Capability gaps → sourcing strategy
buy (external)build (upskill)borrow (contract)bot (automate)
Technology architecture
The TA tech estate — RR-owned spine + partner tools, governed in one place
Feature utilisation
41%
only 14% of firms use >half CRM features (Aptitude)
Licence utilisation
76%
~49% SaaS licences actively used industry-wide (Zylo)
Integration uptime
99.9%
SaaS SLA target 99.9–99.99%
SSO & integration status shown per tooldegraded needs intervention
TA board pack — Q2 2026
One-page board summary · illustrative
Headline KPIs
Cost-per-hire
£4.7k
industry ~$4,129 std / ~$5,475 non-exec (SHRM) · illustrative
Cost of vacancy avoided / qtr
£1.2m
faster fill × open reqs × daily vacancy cost · illustrative
Offer acceptance
88%
industry ~82–84% (Gem)
Recruiter hours → £ / qtr
1,180h ≈ £41k
admin time returned to hiring · illustrative
Top risks
High HireEz ↔ Workday integration degraded — restore + monitor
Med Talent-pool readiness low — stand up workforce-planning feed
Med Partner access offboarding (SoD) — automate joiner-mover-leaver
Decisions requested
1 · Approve the workforce-planning feed into TA — unlocks talent pooling for SMR, AUKUS & Kraków
2 · Fund skills-taxonomy v2 + external capture — enables skills-based hiring
3 · Mandate automated joiner-mover-leaver on ServiceNow — closes the access / SoD audit gap · Kraków GCC scaling +453% YoY makes this urgent
POC notes
What this is — and what a real build would add
Concept prototype only. All figures are illustrative; no real Rolls-Royce data or systems are connected. Not affiliated with or endorsed by Rolls-Royce; trademarks belong to their owners. Built by Szymon Domirski to illustrate the TA technology operating concept.
Data & sources. Instance figures (reqs, headcount, percentages, cost figures) are invented for illustration only — they represent a plausible TA operation, not Rolls-Royce actuals. Benchmark captions are drawn from published industry research: SHRM (time-to-fill ~42d, cost-per-hire $4,129/$5,475); Aptitude Research 2024 (AI adoption 62%, automation depth 6%, feature utilisation 14%); Gartner 2025 (88% of HR leaders report no significant AI value); Gem / Ashby 2024 (funnel conversion, reqs per recruiter, offer acceptance ~82–84%); Zylo SaaS Management Index (~49% licences actively used); LinkedIn Future of Recruiting 2025; EU AI Act Annex III (hiring = high-risk AI); EEOC four-fifths rule; NYC Local Law 144 (annual bias audit mandate).
Mocked here (Tier 1)
- Static, illustrative data
- Front-end only, runs offline
- The operating concept & information architecture
A real build would add (Tier 2)
- Live Workday + RPO-stack data
- SSO, role-based access, audit logging
- Skills-taxonomy service & WFP feed
- Hosting, security review, integration governance