Workforce intelligence · MCP-native
Your company's specialised AI
Peerforce turns your people, skills, behaviour and operational data into one conversation. Ask anything about your workforce and your operations — and get answers, not dashboards.
Who should run this project?
Ana Ruiz has the depth in the stack, co-ordinates at the 90th percentile, and has no live overrun.
The problem
Every company owns the data to run itself well. Almost none of it is answerable
Generic assistants
Brilliant in general, blind to your company. They don't know your people, your roles or your numbers.
BI dashboards
Static and pre-built. They answer last quarter's question, not the one you have right now — and never blend people with operations.
Spreadsheets and silos
The data lives in systems that don't connect. Combining people, skills and operations by hand is slow, manual and quickly out of date.
The most expensive, most consequential decisions a company makes — who to hire, promote, staff and develop — are still made on gut feel and recency.
The sources
Three layers unique to your company
Hard skills
What each person can do — technical competencies drawn from CVs and profiles, mapped to open ESCO occupation standards.
Soft skills
How they work in a team — behavioural profiles via Belbin, DISC or 9-box, giving every person a second, comparable axis.
Operational data
Your live systems and documents — databases, ERP, CRM, PDFs and more — connected read-only and grounded with citations.
The model
Two axes per person, enriched with your operations
Every employee becomes a structured, comparable profile; every team becomes analysable; every question about your workforce becomes answerable in plain language. It's a fingerprint no spreadsheet holds together — and the basis for team composition, gap analysis and development planning.
- Thinking PL · ME · SP
- Social CO · TW · RI
- Action SH · IMP · CF
Ask anything
Questions that used to take days
One question, blended across people, behaviour and live operations — answered in plain language.
Organise the night team's preventive-maintenance shifts so we resolve likely mechanical failures before they happen over the next three weeks. Do we need an extra profile — and what working style?
I cross-reference the breakdown history, the night team's workload and each technician's profile to propose the schedule and the profile — and working style — worth bringing in.
Which team members might feel their career progression has stalled and be a flight risk? Prepare a bespoke development plan for each: objectives, resources and a roadmap.
I cross-reference promotion history, tenure and the fit between skills and role to flag them, and prepare objectives, resources and a roadmap per person.
The same engine answers 'which projects have a senior engineer but no tech lead?' — blending your people with your project database in one query, read-only.
The process
How do I roll it out across my organisation?
In three phases, from talent to a working AI.
Methodology presentation
30–45 minWe present Peerforce to your leadership: an explanatory video, an overview of the methodology, and a session with the leadership team to align objectives and answer questions.
Objective — for leadership to understand the value, scope and commitment of the process.
Peerforce Staffing Workshop
Belbin + skills gap analysisTwo four-hour sessions: the first on soft skills (Belbin or a similar methodology, with self-perception and peer observations), the second on hard skills (Skills Gap Analysis). It uncovers each person's skills and maps your organisation chart, integrating everything into Peerforce.
Note: We request each participant's up-to-date CV or LinkedIn profile to complete their skills.
Objective — uncover soft skills, hard skills and the organisation chart, and leave them integrated into Peerforce.
Data-source integration
~1 day per sourceCarried out by the consultant as preparation. Peerforce works with the most common integrations on the market; legacy systems require adaptation and are scoped with the pre-sales team.
Deployment and interface basics
1 hour · recordableA single one-hour session with your designated administrators and any Staffing Workshop participant. It integrates soft and hard skills with your company structure, deploys the data sources and knowledge, defines administrators and content curators, and covers the basics of the interface. It can be recorded to serve as a training manual.
Objective — leave Peerforce deployed, operational and the team trained in the basics.
Week 1
Week 2
D1
D2
D3
D4
D5
D6
D7
D8
1 · Presentation
2 · Staffing Workshop
Source integration
3 · Deployment
- Fixed duration
- Scales with the number of sources
| Step | Days | Duration |
|---|---|---|
| 1 · Presentation | Day 1 | 30–45 min |
| 2 · Staffing Workshop | Days 2–3 | 2 sessions · 4 hours each |
| Source integration | Days 4–6 | 3 sources · 3 days |
| 3 · Deployment | Day 7 | 1 hour |
What we need from you
Phase 2
Up-to-date CVs or LinkedIn profiles
For each participant, to load their skills.
Phase 3
Company description
Your website is enough: Peerforce integrates it automatically.
Phase 3
Data and documentation
Operational information to integrate.
Phase 3
Access to the systems to integrate
For the secure connection of your data.
Why it holds up
Built to be depended on, not just demoed
Speaks your company's language
An AI that acts in line with your organisation's context and way of working, not a generic model guessing at it.
Your data stays yours
MCP-native. Connections are read-only and scoped; nothing leaves your infrastructure. Peerforce connects, it doesn't copy.
Never invents facts
Multi-tenant with strict company isolation, and a hard rule: never invent people, roles or facts. Every answer is sourced from your records.
Model-agnostic
Choose the LLM — Anthropic, OpenAI, Google — all under no-data-access agreements. A dedicated-server option for the strictest requirements.
An asset that grows
Every document and every data source you add makes Peerforce more useful. Value from a single spreadsheet; compounding thereafter.
Built to extend
Your operations keep changing — new teams, systems, questions to answer. Peerforce extends to meet them fast: a new data source or tool is added, not rebuilt, so it keeps pace with your organisation.
The next step
Tell us about your company
We'll come back with a 30-minute session showing Peerforce working with your context.
Email us directly.
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