Every hire justifiedby data, not urgency.
Before a single job ad goes live, Wudd decomposes the JD, polls the team, scores automation potential, and checks internal promotion paths. Only the residual gap – what nobody and nothing else can cover – becomes a hire.
Challenge every line in the job description.
Each responsibility in the JD is tested against four alternatives before it can justify a hire.
Team members are polled. If someone accepts the responsibility – or is already doing it – the line is covered.
AI scores each line for automation potential: quick win, medium project, or engineering effort.
Existing employees with adjacent skills are identified. A development quest can close the gap.
Only lines that survive all three alternatives become the residual gap – the actual justification for a new hire.
Break the role into atomic responsibilities.
Instead of approving a vague job title, each line of the JD is individually assessed, polled, and dispositioned.
- 01Manager submits hire requestSpecifies basis: replacement, expansion, or new role. Names the team, department, and expected outcome.
- 02JD is decomposed into linesEach responsibility becomes an individual record with its own disposition workflow.
- 03Team poll opensTeam members respond to each line: accept, already doing, refuse (with reason), or abstain. Responses are firewalled from performance reviews.
- 04AI scores automation potentialEach line gets an automation score and effort estimate. Automatable work doesn't need a human.
- 05Statistical report generatedA frozen readiness report captures the signal pack, coverage score, peer set, and AI narrative at decision time.
Multi-tier, evidence-based approval.
Every approver sees the full alternatives sweep, the readiness report, and the residual gap before deciding.
- 01RequesterSubmits the business case with hire basis and expected outcome type
- 02Team LeaderReviews team poll results and confirms capacity constraints
- 03ManagerEvaluates alternatives sweep and approves the residual gap
- 04EmployerFinal approval with full statistical report and budget impact
Did the hire deliver what was promised?
Scheduled checkpoints at 90, 180, and 365 days. The requester self-assesses whether the claimed outcome materialised, and a recomputed signal snapshot tracks the delta.
Early signal: is the new hire integrating? Are recognition patterns emerging?
Did the operational gap close? Is the team performing better than before the hire?
Full outcome assessment: met, partially met, not met, or too early to tell. Builds requester track record.
Hire smarter. Hire less. Hire right.
A system that challenges every hire request with data before it becomes a headcount. The result: fewer bad hires, more internal growth, and full accountability.