By the time everyone signs off on the plan, the numbers behind it are already out of date and the business has moved on. Phenom brings your hiring, skills, and people data into one connected view, so the plan can move when the business does.
Every planning view is built by hand from systems that don't agree. Vacancies get booked as savings. Agency spend keeps climbing, and nobody can say what it bought. The errors all lean the same direction: the plan ends up making the business look healthier than it is. With Phenom, every team plans from one picture of your hiring, skills, and people data.
Workforce planning built on live data, from forecast to hire.
People data sits in one system, hiring in another, skills in a third, and the planning view is only as current as the last manual pull. Phenom's ontology and data engine connect those systems into one model of your workforce, so HR, finance, and line managers all read the same numbers for turnover, supply, demand, and skills.
One definition of turnover The number means the same thing in every meeting.
Skills from your own systems Nobody has to run a company-wide survey first.
Every region, one roll-up Subsidiaries and brands roll up into one number instead of reporting separately.
The plan from January is paused by April and rebuilt by August. Phenom translates your strategy into the skills you'll need, then models the skills you have against the skills you'll need. When the business changes, the Workforce Planning Agent proposes a hiring and development plan to match, so nobody has to rebuild the spreadsheet.
Build, buy, or borrow When you can see supply against demand, that choice stops being a debate.
Attrition forecasts you can defend They come from your own data, and you can see the assumptions behind them.
Ask in plain language Put a planning question to X+ Talent Advisor and you get the number, plus what's behind it.
Plans rarely fail in the model. They fail once the quarter starts: approvals sit in inboxes, and every opening starts from an empty pipeline. With Phenom, you build talent pools ahead of demand, see internal candidates first, and hand the admin work to AI agents, so your recruiters can deliver the plan.
Build the pipeline before the job opens Campaigns keep talent communities warm for the roles your plan says are coming.
Internal supply you can see Know which of your own people could fill a role before the search starts.
Skip the intake meeting An AI agent gathers the requirements from the hiring manager and opens the requisition.
A model that reads your own labor market, a plan reconciled to the numbers finance already signs off on, and forecasts only the right people can see all come from Phenom, so the number HR brings to the room is the number everyone else brought too.
Phenom X+ Ontologies read the labor market your business hires in, not a national average, so a supply forecast for nurses in one region and for engineers in another each rests on what that market holds, and the build, buy, or borrow call is made against the right numbers.
Your HRIS stays the system of record for your people, and Phenom reads it in both directions, so the plan is built from the same numbers finance signs off on, and a role approved in the plan opens in your ATS without a second entry. One number, because there is one source.
Phenom is SOC 2 Type II certified and compliant with GDPR. Data is encrypted in transit and at rest, and role-based access keeps an attrition forecast or a planned reduction with the leaders who own it, so no employee's record is exposed to make the roll-up work.
75%
visibility into internal talent
4k
more employees retained per year
70%+
more skills captured than system of record
We were experiencing what I would consider fairly significant growth... but we didn't have a consistent way to track or understand skills across the organization
When you're able to have strategic yet concrete discussions focused on business ROI and workforce opportunities, suddenly people are listening.
Pick the job family you're most worried about. In one working session, we'll map the skills you have against the skills you'll need, and show you the gap live, in your own data.
Workforce planning software typically models roles you need against talent available in the organization and talent you need to acquire. The more flexible, and cost-effective, approach is to look at the skills and people a company has against the skills and roles its strategy will need, then turn the gap into hiring and development plans. Phenom builds that view on ontologies, which connect people, roles and skills across your systems. Phenom Workforce Planning Agent proposes hiring and development adjustments when strategy or business conditions change, and you can ask Phenom X+ Talent Advisor planning questions in plain language and get numbers with the reasoning behind them.
Your HRIS and its planning module stay the system of record for headcount and financial planning. Phenom adds the layer that module doesn't have: skills inferred across your systems and described in one shared vocabulary, a model of the supply you have against the demand your strategy implies, and a direct connection from the plan to hiring and development. Phenom syncs with your HRIS in both directions, so plans line up with finance-approved numbers.
Phenom builds skill profiles from what your systems already hold, including roles, work history and learning records, with no company-wide survey required. That gives you a live view of the skills you have against the skills your strategy needs, and the gap feeds development plans, hiring priorities and build, buy or borrow decisions. Phenom models your specific labor market rather than national averages, so you build readiness instead of reporting on it.
Choose your definitions and make them once. Phenom locks in one definition each for turnover, backfill and internal movement, so every report and every meeting measures them the same way, across every region and brand. When someone challenges a number, you can drill straight into the roles behind it, and attrition forecasts are built on your own data with transparent assumptions.
Repeat backfills are usually a quality and retention problem, not a speed problem, and filling faster only compounds the cost when the same seat keeps reopening. Matching people to what the role actually needs does more for the plan than speed, and so does giving people somewhere to grow inside the company. That's why Phenom puts quality of hire in the plan next to time to fill.
Connect the plan directly to hiring. Phenom builds talent pipelines through campaigns before planned roles open, shows qualified internal candidates before an external search starts, and uses an AI agent to capture hiring manager requirements and update requisitions. Requisition and headcount data flows in from your HRIS or ATS, candidates move through Phenom, and that activity is written back to your system of record, so the employee record never leaves it.
Yes. The whole Phenom platform runs in multiple languages, and skills can be captured and managed in more than one language, so a global planning team can work in whichever language they prefer. Every region, subsidiary and brand rolls up into one view with one set of numbers. At Merck KGaA Germany, "when you're able to have strategic yet concrete discussions focused on business ROI and workforce opportunities, suddenly people are listening."
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