Prismforce

Skill & Resource Management

overview

CONFIDENTIAL
Preliminary
Jan, 2021
Context

• We are building a vertical B2B SaaS product for managing skills & resource management at services
organizations

• The product will generate relevant insights and enable intelligent decision making

• It will need integrations with existing systems (both in-house & OTS) to pull data into a common data
platform & send update requests to these systems once decisions are made

• We would start with public cloud (AWS or Azure) and build a multi tenant architecture to onboard
multiple clients

• This document contains initial requirements and sample wireframes

• Plan is to have 3 phases – Phase 1: Skill management system along with search & match & Phase 2:
Resource management system followed by Resource forecasting

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Typical IT services enterprise map shows multiple custom apps – most
are not so well integrated with core Typically Custom in house app Typically COTS (e.g. SAP / Oracle / MSD/ SFDC )

Sales Delivery People supply chain (PSC) - Demand PSC – Recruitment

Demand forecasting
Sales forecasting Deal estimation Demand capture Recruitment Candidate tracking
CXO MIS & fulfilment planning
tool and pricing tool system systems

Lead Skill Master and

Order Demand-supply
management Competency
management matching
Sales intelligence framework
• Sourcing • Project Account master
and analytics Evaluation
• Qualification creation Traditional
(pre-assessment,
• Extension sourcing
• Tracking interview)
Demand
Attrition Allocation/
approval
model deallocation
engine
SDLC/ Run Quality manage-
Contracting
project mgt ment

Subcon sourcing
Alternate sourcing
Ext crowd-sourcing Internal job portal and tracking
Project management systems

Project
baseline/
budgeting
Finance HRMS IT Others
Performance Learning/
Timesheet Accrual ITAM Procurement
management reskilling engine

Budgeting C&B and Payroll HR MIS and analytics ITSM Travel mgmt.
Change request
• Billing Invoicing
mgmt. (Contract)
• Allocation Time and attendance Onboarding systems
Security Facilities mgt
(leave) (incl. Employee master)

Treasury & FX Collections Visa management Career architecture BCP mgt Cust visit mgt
Modern systems can unlock significant value to the IT companies as it
navigates business model disruption due to digital

What will a modern vertical SaaS

look like for tech services
• Cloud first , scalable
• Microservices based easily Reduced scope creep, better 10% better Reskilling, OTF Pyramid improvement
configurable/plug and play estimation and solutioning increase of 5% (cost/FTE) by 3-4% yoy
systems
Improved forecast accuracy, Crowd sourcing talent
• E2E integration with COTS to 4-5% lower
enable real time performance rev loss
transparency n decision making
Atleast 3-5% margin upside using a combination of these levers
• Consumer grade User
experience

• AI/ML & system driven predictive

analytics , automated bots for
L1/L2 key queries
• Automated reporting/ governance
meeting prep, auto diagnostics
on key perf. parameters
• Lesser integration points and
data/fidelity losses
Reduced ”waste” for Faster invoicing cycles, Revenue productivity
management team by 5-10% improved ability to do non- higher by 3-5% ;
(time spent on data linear work reduced contracting
forensics) leakages ; greater non
Reduced G&A linear deal flow
Adjacent project based services markets represent significant
opportunity: 2-3x of core
xx - Total revenue / spend of top-50 players (proxy for TAM), $B Core Most adjacent Further off

CIO and R&D units internal Most F500 have 5000+ own IT employees;
labor spends, incl captives 1500+ R&D spend of $1.5 Tn+ is inhouse
Approx. 2000+captives in India, EE, China

IT & BPO Services Revenue are mostly generated by “Big

Audit/Consulting/Tax 200 four” global firms. Each of them have 30%+
tech services now

Four larger players

500+ Staffing industry 200 Resource management processes common

Vast majority of revenue are generated by

Fragmented fast growing market,
Core Engg , design engineering companies
numerous digital/regional/niche players 350 Some sales and delivery processes
dot the mkt common
Focused on legacy trying to make a shift
to digital
Advertising is 50% of this and other
Others incl. Advertising industries (security/facilities mgt) some
250 processes are common

Fragmented market, most processes will

Legal / lawyers community need heavy customization
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 Competitive landscape confirms the opportunity
• Focused on CIO orgs <10 Mn topline, Head of biz quit recently (jitin)
• Full suite of apps build by Epam for internal use, are being offered externally
• Covers recruitment, onboarding, skills mgmt., training, project mgmt., resource
mgmt., performance mgmt., engagement platform
Direct
competit- • Series A funded (Kalari) , approx 5-7 Mn$ Revenue; hasnt been able to scale v well
ors • Started as recruiting solution and has expanded into skill management & resource
management (HCL/Wipro/Syntel/Virtusa/NTT etc & few captives)
• Focused on domain specific AI on skills mgmt. – uses multiple optimizations for
talent matching; claims best in domain intelligence
• Offers both ATS and resource management solutions (CTS ATS/ACN/LTI - RMG)

• Revenue: ~$140M (40% growth); Funding ~$325M; Valuation: $700M+

• Cloud ERP & service automation platform built on Salesforce; In services industry focused on
professional services automation
• Provides revenue mgmt., billing, project mgmt., capacity planning & service analytics.
Targeting IT services space (deal disc at DXC, used by some US Hitech players) )

• Revenue:~$20M; Funding: ~$22M; Valuation: ~$85M

• Professional Services Automation software covering sales, resource
Adjacent
management, project management, billing & analytics
space
• Revenue:~$62M; Funding: ~$120M; Valuation: ~$235M
• Focused on Professional & marketing services orgs. providing resource mgmt.,
project mgmt., accounting, business intelligence

• Revenue:$25-30M+; Funding: ~$177M; Valuation: ~1Bn

• Horizontal platform focused on recruitment primarily but has started venturing into
internal talent management, provides talent marketplace
• Has tieu up with McK / Deloitte/ BCG etc
Functional requirements
Phase 1: Skill management system – key features overview

Skill Inventory Upskilling Search and Match

• Customizable skill taxonomy & skills • Linkages with opportunity pipeline & resource • Search resources matching the skills and other
maps/ontology requests system to identify in-demand skills parameters (on job level, location, etc.); along
• Auto capture of existing skills from existing • Define learning goals/ path based on in- with a matching score & customizable
systems, code repositories, Resume & LinkedIn demand, adjacent skills & feedbacks – linkage weightages
profile with LMS • Near matches (based on trainability) included
• Proficiency level evaluation through internal • Gamification & Nudges based on top skills, in results
expert network (along with PM’s feedback) peers’ upskilling
• Certifications - Internal & External
• Capturing of experience & recency of skills
• Nudges for updating skills – event & time based
• Integration with LMS, assessment systems
(internal or 3rd party)
• Employee skills profile & score
• Analytics & dashboards to view skills inventory at
different levels
Phase 2: Resource management system – key features overview
(1/2)
Demand capture
• Capture resource demand based
on opportunity pipeline; sync
between opportunities & resource
requests
• Automated checking of request
validity based on financial
parameters
• Auto-generate workflows based on
additional requirements, e.g., visa
checks, client interviews
• Estimate request priority &
cancellation probability based on
historical data/ set parameters
• Auto creation of requests in case of
attrition, rotation, etc. with N-1 rules
enforced
Matching Fulfilment Allocation/ Deallocation
• Real-time view of available • Real-time view of status of open • Nudges for confirmation on blocked
resources matching the resource resource requests, with option to candidates and auto-allocation
requests; along with a matching share with clients • Auto-check of business rules/
score & customizable weightages • Display of expected time to fulfil compliances before allocation
• Near matches (based on based on historical data, availability • Reminders before release / project
trainability) included in results and pipeline end date & auto-deallocation
• Integrated communication to
candidates & workflow triggers right
from matching results
• Matching to also include yet to join /
hiring pipeline candidates
• Matching results to display cost
implications between different
options & auto suggest candidates
that meet operating/ financial target
• Self learning to improve matching
results based on feedback/
finalized candidates
Phase 2: Resource management system – key features overview
(2/2)

Supply analytics & bench
management
• View of resources by allocation,
billability for selected location, BU
or Service line
• Demand supply gap analysis &
fulfillment planning based on
forecast
• Attrition prediction & management
• Ideal bench size estimation by skill
& locations based on forecasting
• Recommendation on actions
(discounting, reskilling plan) for
different bench resources
• Bench analytics on ageing,
opportunity strikes, time to bill, etc.
Internal job rotation
• Nudges to employees/ manager on
rotation due date
• Auto demand request creation for
N-1 requests for rotated candidates
replacement
• Compliance reports on N-1/ rotation
policy adherence
Sub-con onboarding &
management
• Onboarding of sub-cons with
details on skills, rates, etc. –
integration with vendor systems
• Sub-con margin and ageing
management
• Sub-con replacement identification
(matching/ reskilling) for low margin
sub-cons
Forecasting
• Intelligent Resource forecasting
based on opportunity pipeline
(revenue), open & historical
resource requests
• Correlation analysis between
revenue & resource forecasts