Examples
Pick who’s asking. The Graph is the same underneath, but the questions that matter — and what a good answer needs to prove — are different for every team.
CEO & Executive Teams
Know what capabilities you have, and see the evidence behind every recommendation.
People & HR Leaders
One standard behind every talent decision, and a record you can stand behind.
Hiring, Recruiting & Talent Acquisition
Know who deserves the interview, and why — for every candidate, not just the ones you had time to read.
Transformation, Analytics & Technology
A persistent, company-specific understanding of work — reusable everywhere, not rebuilt per project.
HR Tech Platforms & Partners
Build your product and agents on the Graph — you keep the customer and the last mile.
FOR CEOS & EXECUTIVE TEAMS
Make the call, and defend it
Before you approve headcount, a reorg, or a build-vs-buy call on AI, you want to know what you already have — and be able to show your work.
“Before we approve headcount, could our current internal workforce already cover our open roles?”
A capability inventory rolled up from real evidence across every open role, not a headcount spreadsheet — so you know what you’re actually short on.
Works at org scale — the Graph holds your whole workforce, not the ten people that fit in a prompt.
Click to copy“Who could take this on internally instead of hiring?”
Ranked internal candidates for the work itself, not just people with a similar title, with the evidence behind each one.
One framework, every decision — internal mobility is scored on the same standard as external hiring.
Click to copy“Show me the evidence behind this hiring recommendation — could I defend it to the board?”
The full decision audit: the standard applied, who was evaluated, and why the top candidate ranked where they did.
Everything is logged — every ranking, weight, and call, so the record still holds up months later.
Click to copy“Where’s our single point of failure — one person deep, no backup — across the org?”
Bus-factor risk reasoned from who else could plausibly cover the same capabilities today, flagged role by role.
Grounded, not retrieved — reasoned from skills evidence, not from who seems irreplaceable.
Click to copy“Is the standard for this role still current, or has the work moved on?”
The Success Profile’s version history — what changed, when, and why — so you’re not deciding against a job description written two reorgs ago.
Everything is logged — every version of the standard kept, so you can see how the role has moved.
Click to copyFOR PEOPLE & HR LEADERS
Less manual work, more confidence in the process
You’re accountable for talent outcomes across the whole company — which means every team needs to be working from the same standard, not five different ones.
“What’s the one company-wide standard we’re evaluating this role against?”
The Success Profile behind the role — the same one every candidate and every recruiter is held to, with its provenance.
Grounded, not retrieved — one versioned standard, applied the same way to everyone.
Click to copy“How many people did this shortlist start from, and why did these five survive?”
The full evaluated population plus the capability-level evidence for who made the cut, not just the five names.
Grounded, not retrieved — you see who was actually considered, not a shortlist that just looks right.
Click to copy“Pull the decision audit for this role — what would I hand to compliance?”
A retrievable record of what was asked, what was answered, and what evidence was used — built for scrutiny, not assembled after the fact.
Everything is logged — as it happens, so nothing needs reconstructing when compliance asks.
Click to copy“Where is our workforce underinvested in the skills we’ll need next year?”
A gap analysis across the org against a future-facing Success Profile, so development spend goes where it’s actually short.
Works at org scale — this reads the whole workforce, not a sample of it.
Click to copy“Hiring managers say what this role needs has changed — what would that change in the Success Profile, and should we accept it?”
A proposed update showing exactly what the new input would change. Nothing enters the standard until someone approves it, and the change is recorded with who, when, and why.
Everything is logged — every change to the standard is reviewed and recorded, never silently absorbed.
Click to copy“What would it take for this person to qualify for that role?”
The capability gaps between their evidence and the target role’s Success Profile, so development goes at what’s actually missing.
One framework, every decision — development is measured against the same standard used to hire for the role.
Click to copyFOR HIRING, RECRUITING & TALENT ACQUISITION
Know who deserves the interview, and why
More applicants doesn’t make hiring easier. You need every candidate evaluated against the same bar, and a reason for every yes and no that survives a hiring manager pushing back.
“Rank every applicant for this role against the same standard, and show your work.”
A full-pool ranking with capability-level evidence per candidate — never a black-box score.
One framework, every decision — the same standard behind hiring, mobility, and workforce planning.
Click to copy“Why is candidate A ranked above candidate C?”
A side-by-side comparison against the Success Profile, so a hiring manager’s pushback gets a real answer, not “trust the algorithm.”
Grounded, not retrieved — evidence against the standard, not a similarity score.
Click to copy“This role’s requirements just changed — re-rank the pool without starting over.”
Update the Success Profile and every ranking updates with it; the change itself is recorded.
Everything is logged — every change recorded, so you can trace why the pool looks different today.
Click to copy“Pull the full evidence trail for the candidate we’re about to reject.”
The exact evidence and rationale behind that ranking, ready before anyone asks why they didn’t advance.
Everything is logged — captured the moment the ranking ran, not reconstructed after the fact.
Click to copy“I want two more like our best performer in this role — what actually makes them successful here?”
The capabilities behind their success, captured in the role’s Success Profile so every recruiter screens for them — not a lookalike search on one person’s résumé.
Grounded, not retrieved — what success looks like at your company, written down once and applied to everyone.
Click to copy“Weight this search toward the skills we’re moving into, not the ones the team has today.”
Adjusted evaluation weights, a re-ranked pool, and the change on record — so the shift in direction is a documented decision, not a recruiter’s hunch.
Everything is logged — every weight change recorded, so the ranking can always be explained.
Click to copyFOR TRANSFORMATION, ANALYTICS & TECHNOLOGY
Structured once, reusable everywhere
Your systems hold the data; none of them understand the work. You need that understanding built once, alongside what you already run, and available to people, applications, and AI alike.
“Map this job description onto our existing capability taxonomy, not a fresh one.”
Structuring against the same Graph every other role in the company already uses — no per-project taxonomy to reconcile later.
Buy it, don’t build it — one taxonomy the whole org reuses, not one your team maintains.
Click to copy“What does the “Cloud Automation Engineer” standard actually require at our company, and where else does it apply?”
One company-specific Success Profile for the occupation, reusable by every job posting mapped to it — plus whether any similarly-titled role should be mapped to it too, instead of drifting into its own standard.
One framework, every decision — every job mapped to the occupation reads the same standard.
Click to copy“Give me this understanding back through the API, not just a screen.”
The same primitives the Console and connectors call, available directly — see API reference and MCP Server.
Buy it, don’t build it — the same primitives the product runs on, without standing up your own graph.
Click to copy“How much of our workforce data is actually structured well enough to reason over?”
Evidence coverage per person and per role, so you know where the Graph is confident and where it’s still thin.
Works at org scale — coverage across the whole workforce, not a spot-check.
Click to copyFOR HR TECH PLATFORMS & PARTNERS
Build on it, and keep the customer
You own the product, the customer relationship, and the last mile. Workerbee is the managed layer underneath: it structures your customers’ data once and answers questions over it, so your team doesn’t have to build or maintain it.
How it fits
- Already have a conversational agent? Connect it through the MCP Server.
- Building your own agents and need tighter control? Call the same primitives through the API and SDK.
- Getting your customers’ data in. Connect their ATS, HRIS, or LMS through Integrations, or send files by upload or API. Workerbee sits alongside those systems — it doesn’t replace any of them.
- Presenting the answers. Show them however you like. Workerbee doesn’t need to appear in your UI.
The questions in the four sections above are the ones your customers can ask through your product. The answers and evidence are the same whichever surface they come from.
More examples
Cross-cutting walkthroughs, not tied to one team:
Rank candidates for a role from Claude
The 7-question flow from LLM Connectors, as a single walkthrough — from pasting a job description to pulling the decision audit.
Backfill and succession from your MCP client
ask_talent_intelligence → find_candidate_rank → get_decision_audit, chained together in Cursor or Claude Code.
Connect your ATS and see your first match
Kombo integration → Graph quickstart → first ranked match, end to end.
Chat with your own documents
A Python/Node walkthrough using the Assistant API — upload résumés and job descriptions, then ask workforce questions directly.
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