Hire with evidence,not instinct.
Every hire request goes through the same process: the job description is broken down, the team responds, the data speaks. By the time a request reaches approval, it carries a full evidence report built from real team signals.
Seven stages. No guesswork.
A hire request moves through a defined sequence. Every transition is recorded, every signal is frozen at the moment it is captured.
The data behind the report.
All signals come from activity already happening inside Wudd. No surveys, no manual entry.
How fast recognition flows inside the team and the quality of engagement with it.
Is recognition flowing both ways? Is it distributed evenly across members?
Tasks completed per member and the median time from open to closed.
Achievement rates across personal, team, department, and org-level metrics.
Seniority spread, headcount trend, and modelled likelihood of departure.
Is the assessment window in Ramadan, summer, or an outlier period? Surfaced transparently in the report.
Four outcomes for every responsibility.
The waterfall is the core of the system. It tells the employer whether work can be absorbed, automated, grown into, or truly requires a new hire.
A team member accepted the responsibility or reported already doing it.
An existing tool or process covers this responsibility. No person needed.
An internal candidate with a promotion readiness score of 70 or higher can grow into this role.
No internal coverage found. These lines are the strongest case for an external hire.
Decisions that get better over time.
The approval chain records every decision. The outcome loop feeds that data back into the next request.
Requests flow from team leader to manager to employer. When the same person holds two adjacent tiers, they collapse to one automatically.
A policy can be configured to pass requests automatically at the employer tier when a minimum coverage score and report confidence are met.
Checkpoints at day 90, 180, and 365 measure what actually changed since the hire was approved.
Every hire request backed by real team data.
Stop approving headcount on gut feel. Let the team respond, let the signals speak, then decide.