The person you are about to go and hire may already work here.
Every employee carries a dossier. Before a requisition reaches the market, leadership can see who inside the building already has the skill, the record and the appetite for it.
Boomband replaces the resume with a dossier: a living profile that holds work history, projects, credentials, stories and ambitions rather than a page of bullets. The obvious use is external. The more valuable one is internal.
If every employee carries a dossier, then a manager opening a requisition can look inward first. Not at a job title and a tenure date, but at what somebody has actually done, what they have been verified on, and whether they want the work.
That is the difference between a promotion decision made on visibility and one made on evidence. The person who quietly delivered the hardest project last year is usually not the person the org chart surfaces.
Evidence, not self description.
The value of a dossier is proportional to how much of it came from somewhere other than the employee. Our job is to wire up those somewhere elses.
- Delivered work
- Projects, systems and outcomes pulled from the tools where the work happened rather than typed into a form at review time.
- Verified credentials
- Qualifications and certifications confirmed by the issuer, carried with the employee and re checked on a schedule rather than trusted once at hire.
- Skills, with a source
- A skills architecture where every skill on a profile traces back to a piece of evidence, an assessment or a manager attestation. Unsourced skills are marked as such.
- Stated ambition
- What the person actually wants next. The single most useful field in the whole record, and the one no HRIS has ever held well.
- Availability and constraints
- Location, notice, current commitments and whether they are open to a stretch assignment right now or in six months.
Internal first, by default and by rule.
This only works if it is the default path rather than a courtesy step somebody remembers. We implement it as a rule in the requisition workflow.
A requisition opens
It is classified against the segmentation agreed in advisory. Internal first roles cannot proceed to an external posting until the internal step has run and been recorded.
The system proposes internals
Matching runs across dossiers on evidence and stated ambition, not job title. The manager sees a ranked slate with the reasoning attached to each name.
Leadership reviews the bench
A view of who is ready now, who is ready with a stretch assignment, and who is a flight risk sitting in the wrong seat. This is the view most organisations have never had.
The outcome is recorded either way
If nobody internal fits, that is written down with a reason before the role goes out. Six months later you can answer why, which is the question that arrives during a retention review.
Transparency is the safeguard, and it is not optional.
A quiet internal market that only some people can see is just a network, and networks reproduce whoever is already in them. Every employee must be able to see the criteria, keep their own dossier current, and put themselves forward. We build that access at the same time as the manager view, not afterwards.
Start with the map.
Before anything gets built, you get a written view of every system holding a person record and every handoff between them. That map is useful to you whether or not we build the rest.