ProFinda

Join our latest webinar to see how they connect those dots for the business and the people doing the work, and leave knowing your next step to make it real in your organization

ProFinda Connects, our first Service Industry Summit & User Conference, kicks off on September 30th, at Soho House in Chicago. Under Chatham House Rules, we’ll hear directly from leaders driving major workforce transformation programmes, with skills, resourcing and AI increasingly at the heart of how organizations operate and prepare for major transformations and their agentic futures. That includes leaders from the Big Four, alongside other ProFinda clients and senior industry executives sharing what’s working, what they’ve learned, and what they’d do differently. We’re also excited to welcome: → Daniel Susskind Professor, leading economist and author, who studies how artificial intelligence and technology impact work and society → Simon Collins, ex-Chair and Senior Partner of KPMG → Eric van Rossum, CPO Industries & Globalization, SAP → Henrik Rosendahl Head of Resource Management, AFRY They’ll be joined by senior executives from Google Cloud, GP Strategies Corporation, and leaders across construction, IT services and management consultancy, including executives running some of the largest workforce transformations in professional services today. One burning challenge sits underneath it all: As AI Agents and LLMs reshape the skills required in the workforce, we must maintain human-centric strategies. Your transformations, which need to understand your total human and AI workforce and how work gets delivered, just moved from important to critical. Skills become a live intelligence layer, not a static database. Human and AI workforces are matched and orchestrated together. New operating models. New metrics. New mindsets. Resourcing is your secret edge. It’s about real deployments, real benchmarks, real lessons and real transformation journeys - not just about the theory. And while we have world class speakers and stories, the event is just as much about the audience and the network in the room. The aim is to connect people with the right voices, experiences and insights, and create conversations that are genuinely useful. We’re keeping the room deliberately intimate so the discussions are world class and remain candid. We have held back a handful of spaces for people who would genuinely benefit from joining us. If that’s you, then message Omar Elgaouni (US), Harvey Bullock (Europe), or head to our website to register your interest. https://lnkd.in/efxsmndm Roger Gorman Sebastian Haire Alpesh Patel Alison Driscoll Dagmar Christianson Michael Liss Sam Madden Chris Rupert Landon Toney Rory Lawson Oliver Spencer Brian C. Gunisha Vig Sarah Wilson Andrew Fruci #ProFindaConnects #WorkforceOrchestration #ProfessionalServices #SkillsIntelligence #FutureOfWork #AI

I’m celebrating our latest whitepaper with something creative and transparent. The idea was mine, as was the prompt, but the analysis was Claude. I wanted to know “Where do the top Skills vendors agree or disagree?” mapping ProFinda vs SAP & EPAM. I deliberately gave Claude direction. "Give an independent, brutally honest review. Don't create an opinion for me." The summary shows 3x different businesses with 3x genuinely different philosophies on skills. ➡️ EPAM Systems: Skills are a data engineering problem. Thirty years of building a proprietary talent graph. 150+ data points per employee. Skill inference from project history, LLM prompts, peer assessment, and a dozen integrated systems. Genuinely impressive. Their own admission: the business impact is undeniable but "not easy to explain, because we have no clean A/B test." - which tells you a lot about the associated cost and complexity. ➡️ SAP SuccessFactors: Skills are a governance and architecture problem. Ten design decisions. Choose your taxonomy. Standardize the Attributes Library. Define validation flows. Propagate outward through TIH. Solid enterprise thinking, rigorously structured. The destination though is always the SuccessFactors ecosystem. Every decision assumes you already know which skills matter before you configure anything. That assumption is where most programmes quietly break down. ➡️ ProFinda: Skills are a demand and behaviour problem. ProFinda uniquely starts from the opposite end. Not what HR believes skills should be. Not what a platform allows you to configure. But what real staffing requests reveal about what skills actually drive delivery. The skills that show up under pressure are the ones worth governing, learning against, and hiring to close. The honest difference: EPAM & SAP both begin with architecture & taxonomy designed in advance of demand. ProFinda's Demand-Led Model does the opposite. It watches real work first, then builds governance, learning investment, and hiring decisions on top of that living signal. Where this leads, & why it matters for AI? A skills model grounded in real demand doesn't just improve staffing. It becomes the foundation for agentic work. AI systems need to know not just what skills exist across your workforce, but which ones are actually deployable, available, and substitutable under pressure, in real time. That is the capability the market is asking for. This is where ProFinda is leading. Purpose-built to connect skills intelligence directly to AI-driven resource orchestration, matching the right people to the right work autonomously, at speed, and without the fragility of a taxonomy designed before the work showed up. With proven deliveries from 400-400,000 staff, it's clear our approach to skills aligns with the analysis, and so we've created this playbook to showcase the key elements to help you deploy this strategy in your business today. #SkillsStrategy #AgenticAI #FutureOfWork #ResourceManagement

"Static spreadsheets don't survive real-world delivery pressures." If your organization is constantly playing catch-up with skill gaps, the problem isn't your team, it's your framework. Author Dagmar Christianson leans on her vast industry experience to outline how to build an adaptive, resilient skills engine that observes reality fast enough to protect your margins. If the video below resonates with you, then you’ll want to review the full report. Download the full Whitepaper and follow the links to our dedicated learning environment to: Download the full Skills Playbook 📄 Watch the complete 7-minute video explainer 🎬 Explore FAQs and interactive learning modules 💡

How to Stop Rebuilding Your Skills Strategy Every Two Years Download The Free Skills Playbook Today

𝐒𝐭𝐨𝐩 𝐑𝐞𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐘𝐨𝐮𝐫 𝐒𝐤𝐢𝐥𝐥𝐬 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐄𝐯𝐞𝐫𝐲 𝐓𝐰𝐨 𝐘𝐞𝐚𝐫𝐬. Most skills models and frameworks are not built to survive contact with real work. These models break because organizations try to build from the top down, defining roles, competencies, and skills in hopes that demand eventually lines up... I’m excited to share our new Skills Playbook: A Demand-Led Model, that I’ve designed based on many client conversations and insights from working with ProFinda and some of the biggest global businesses. It’s a blueprint for moving away from "workshopped-to-death" competencies and toward a strategy that survives the pressures of delivery. I will be breaking down the key concepts in more detail over the coming weeks, diving into the four pillars of a resilient skills strategy: 𝗖𝗿𝗼𝘀𝘀-𝗙𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝗚𝗼𝘃𝗲𝗿𝗻𝗮𝗻𝗰𝗲: Who “owns” skills. 𝗧𝗵𝗶𝗻 𝗥𝗼𝗹𝗲 𝗔𝗿𝗰𝗵𝗶𝘁𝗲𝗰𝘁𝘂𝗿𝗲: Stop the role-title proliferation. 𝗡𝗼𝗿𝗺𝗮𝗹𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗟𝗶𝘁𝗲: Why messy data is better than perfect data. 𝗣𝗿𝗲𝘀𝘀𝘂𝗿𝗲 𝗣𝗮𝘁𝗵𝘀: Turning staffing workarounds into formal intelligence. I’m hoping that the series of ideas shared on here will spark curiosity, debate and give people the motivation to reach out to carry on the conversation, but if you’d like to get hold of the full playbook now, you can download it below. 👇 Download the full Skills Playbook here: https://lnkd.in/gGh23Nrd