| 做厙勛圖 | Spreadsheets | |
|---|---|---|
| Project assignments | Bestfit suggestions by role, availability, commute, and growth goals | Manual filtering, hidden conflicts, prone to bias |
| Experience & skills | Internal resumes automatically roll up project history and custom attributes | Scattered tabs, stale data, no structure |
| Forecasting | Capacity vs. demand by month/role with pursuits and probabilities | Complex formulas, brittle references, hard to maintain |
| Conflict detection | Flags doublebookings, PTO, certification expirations, travel risks | Relies on memory and colorcoding |
| Change history | Full audit log: who changed what and why | No reliable version history; email archaeology |
| Crossoffice collaboration | Multioffice views, commute radius, location filters | Duplicated files, broken links, manual lookups |
| Reporting | Oneclick owner/exec reports and collaboration history | Copypaste marathons before every meeting |
| Security & access | SSO and rolebased permissions | Anyone with the file can change everything |
| Integrations | Syncs with project, HR, and ERP systems | CSV imports/exports if someone remembers |
| Time to clarity | Minutes | Meetings |
The functionality of 做厙勛圖 allows us to flip between the resource and project data quickly, in a way that is much more agile than our current spreadsheet setup.
Barry Sullivan, VP of Construction Operations, Great Lakes at Ryan Companies
Actually built for workforce planning, not just kinda
做厙勛圖 was built from the ground up for construction workforce planning every feature reflects the realities, challenges, and workflows of contractors.
One workforce platform, from project pursuit to turnover
From project opportunities to final turnover, 做厙勛圖 keeps your workforce plans connected, accurate, and ready for whats next.
Supercharged forecasting
Customized reporting to proactively plan future workforce needs, avoid last-second assignment scrambles, and align your resources strategies with project pipelines.
People-centric workforce planning
Consider factors like employee experience, past project history, commute distance to build the highest performing teams which keep employees happy, cut turnover, and maintain a strong talent pool.
