HIREBREW INTELLIGENCE | PRODUCT PILOT BRIEF Give your next people decision context. Explore workforce, hiring and department views that turn a broad concern into a better question and an accountable next step. CAPABILITIES TO EXPLORE Workforce context Explore prototype roster and worker-type views. Consider how employees, contractors, agency workers and service-year placements should appear in your reporting scope. Headcount planning views Bring approved roles into a clearer planning conversation. Define how requested roles, approvals and filled positions relate during pilot scoping. Hiring visibility Review sample pipeline views alongside requisitions and candidate stages. Identify where a role needs attention without turning incomplete metrics into recruiter verdicts. Department perspectives Use department context to structure a management review. Agree definitions, access boundaries and source freshness before operational use. PRACTICAL USE CASES Make the headcount review specific Situation: Finance and HR enter a planning meeting with different interpretations of approved and open roles. Workflow: Agree the role definitions, examine a sample department view and trace the discussion back to requisition ownership. Intended improvement: The meeting can focus on which assumptions need checking and who should resolve them. Understand a multi-site workforce Situation: An operation needs to discuss people on site without treating every worker as a direct employee. Workflow: Review worker categories and decide who belongs in each planning measure, including contractors and temporary placements where relevant. Intended improvement: The team has a defensible population definition before comparing sites or planning requirements. Find the question behind a hiring delay Situation: A department says recruitment is slow, but the blockage may be an approval or an unfinished interview review. Workflow: Explore the hiring stages, identify the next responsible owner and verify the actual record behind the delay. Intended improvement: A broad complaint becomes a specific follow-up that HR and the hiring manager can discuss. WORKFLOW A clearer route from question to action. Frame | Business leader Name the decision Define the question, the department or workforce group in scope and the decision deadline. Avoid collecting unrelated metrics because they are available. Explore | HR + operations Find the relevant context Review the workforce, headcount or hiring view that addresses the question. Check the period, population and organisational ownership before drawing a conclusion. Validate | Data owner Check the explanation Compare the apparent finding with its source records and the team's real experience. Record gaps or exceptions that change what the view can support. Act | Accountable leader Agree the next check Choose a proportionate next action, name an owner and set a follow-up point. Keep consequential decisions with people who can assess the wider context. PILOT Prove one reporting question before widening the scope. Choose a recurring leadership decision, identify its source records and compare a sample view with the process your team uses today. Agree what would make the result trustworthy and useful. EVALUATION CHECKLIST [ ] Define each measure, population, reporting period and responsible source owner. [ ] Validate access by role, source freshness and reconciliation with approved records. [ ] Trace a sample finding through to a reviewed decision and named follow-up. SCOPE BOUNDARIES Current intelligence views use sample or seeded data. Live reporting feeds, refresh schedules, data quality, exports, predictive models and BI integrations are not implied and require separate validation. AI AND HUMAN REVIEW Brew's intended contribution is to organise approved context into a readable draft and highlight questions for review. It is not a predictive authority, an employee risk score or a substitute for inspecting the underlying evidence. Example prompt: Illustrative prompt: Summarise this fictional hiring review, separate confirmed facts from open questions and suggest what the responsible manager should verify. NEXT STEP Assign an owner, walk through the workflow with sample data and record the evidence required before a live rollout. This document is not a submitted enquiry, booking or confirmation of production readiness.