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	COMPARE	WorkforceAI	Beamery
	About	A NextGen HR platform designed for C-Suite decision-makers to continuously align HR strategy with business goals and workforce readiness.	A10-year old Talent Operating System designed to help recruiters attract, engage, on-board and retain top talent.
	Main purpose	To provide critical decision-making data on the organization's skills and competencies that align with key business outcomes.	Focus on talent acquisition, applicant tracking and hiring job-seekers world-wide to attract, engage and retain talent at scale.
	Target Audience	C-Suite executives responsible for strategic approach to HR technology decision-making	Recruitment staff within HR section of the organization
	Ease of Implementation	Simple setup with useful results in 24-48 hours. An AI-driven SaaS platform offers fast startup and useful skills data for driving HR decision.	Successful deployment rests on configuration. Startup requires extensive user training as well as domain experts to configure the solution and consult on best practices.
	Ease of Use	An intuitive dashboard to easily pinpoint workforce gaps and suggest improvements. Easy access to training and upskilling services.	Reviews include usability issues and significant training required to master the functions and features of this platform.
	Ease of Admin	Automated processes that minimize Admins time and effort to perform key HR processes.	Ongoing assistance of experts for changes in configuration.
	Learning curve	Close collaboration to get you going. Simple dashboard with hints to learn as you go. AI-driven chat for fast response to questions. Other support options provided.	Users need advanced training and support to become proficient on the application usage.
	While Label Branding	This is a standard feature included for all customer subscription types.	Not available in standard setup.
	HR Decision-making KPIs	Collects data to support advanced KPIs that show HR department's contribution to organizational strategy and business goals attainment.	KPIs focused on recruitment . No facilities for evaluation of candidate's potential contribution to organizational goals attainment.
	AI adoption and Usage	Generative AI widely deployed to correlate organizational data like financial and people skills with business goals. Example: dynamic identification of new and emerging job roles and skills.	Recruiters provided with AI facilities to sift through large volumes of resumes to identify, source, and engage candidates for recruitment.
	FREE Trial	FREE Trial, on signup. Also a free skills inventory provided.	No free trial offered
	Scalability	Scale up thousands of employees' skills and competencies data. From Team to Company Branch level up to Organization level continuously tracked.	Supports recruiter productivity and their world-wide reach to candidates for hiring.
???	Strategy, Velocity & Agility	Decision-makers define HR strategy and related goals. Built-in agility to track and evaluate goals attainment.	No facility to define organization HR strategy and associated goals.
	Assemble Project Teams	Ability to assemble teams quickly. Online access to internal employee data pool for mobility and skills-competency deployment.	No facility to assemble teams. Use recruitment approach to identify potential team resources. Must undergo on-boarding before they become productive.
	Teams Management	Easily factor team leaders performance appraisals to identify and assess critical/core/soft skills,. Simplifies team member assessments, identifies member preferences and incorporates employee feedback.	No facilities for in-house employees or mobility tracking
	HR Talent Strategy	A people_centric, skills-first strategy with participation and involvement of stakeholders, CEO and C-Suite executives. Focus on alignment with business strategy.	General AI-driven workforce planning for continuous insights around when to hire or up-skill.
	Skills Inventory	A FREE skills inventory, the basic component needed to plan the workforce strategy. Decision-makers have timely and accurate data on skills and competencies continuously refreshed to pivot forward.	Skills inventory not a part of their facilities. Instead they use aggregated skills intelligence data generated by AI to facilitate efficient recruitment.
	Critical Skill and Competencies	Track critical, core and soft skills at the employee level. Automatically aggregates data from individual to team, branch and organization levels.	No facilities for skills and competency tracking for in-house employees.
	Skills Gaps	Uses generative AI to evaluate business strategy. Identifies organization-wide, team or individual skills gaps based on real data from in-house skills and competencies.	Based on AI assessment of broad patterns of skills data over a wide collection of external data.
	Employee Mobility	Facilitate and track employee mobility within the organization in near real time.	No facilities for tracking in-house employees or mobility.
	Internal Gig Pool	Built-in facilities for managing an internal gig pool from which people can be assigned to opportunities. Cuts idle time, enables higher retention, opens opportunities and enhances employee mobility.	No facilities for in-house employee gigs, opportunities or mobility tracking.
	Leadership Identification	Tracks soft skills to help early identification of leadership potential.	No facilities for tracking leadership among employees
	Training and Consultation	A multitude of third party providers. Services range from online, classroom, one-one as well as HR and business consultation.	Partners with Workday and Grab for HR and recruitment.
	ROI	Customers typically see a minimum 5X ROI in first year increasing to 10X or more after 3 years.	Customers see potentially 4.7X after 5 years.
	Pricing	Simple fixed price based on size of the organization.	Based on number of users and depth of feature functionality to deliver business outcomes.
	Customer Support	Option for dedicated experts to deliver one-on-one support on demand. Basic support also available at no extra cost.	Direct access to a dedicated Customer Success Manager.