Workforce intelligence software for India
SKILWI.ai is India's first Workforce Intelligence OS — a single platform that maintains a live 20,000-skill graph for every employee, detects gaps the moment a role changes, and prices every hire-vs-upskill decision in rupees using India payroll benchmarks.
Indian mid-market HR teams (200-2,000 employees) inherited HRMS systems built for payroll and US-style workforce reporting. Those systems tell you what happened — joinings, exits, attrition rate, gender ratio. They do not answer the question every CHRO actually faces in the boardroom: given this strategic priority, do we hire externally or upskill internally, and what does each path cost in rupees? Workforce intelligence is the new layer that answers that.
What is workforce intelligence?
- Workforce intelligence
- The discipline of turning live workforce data — skills, gaps, costs, demand — into decisions in rupees, not slides.
- The old way
- HRMS dashboards that count people, locations and exits — never what they can or cannot do.
- The SKILWI way
- A living skill graph for every employee, with the rupee cost of every hire-vs-upskill scenario, ready before the meeting.
How SKILWI delivers workforce intelligence
- A skill graph for every employee. 20,000+ skills, India-native, built on NCO 2015, O*NET, ESCO v1.2 and the NSQF crosswalk — not adapted from a US taxonomy.
- Live gap detection. Every role's skill requirement is compared continuously against the actual workforce. Gaps appear the moment a JD is updated, not at appraisal time.
- Decision Engine, priced in rupees. Every gap surfaces with two options — hire externally or upskill internally — costed with India payroll medians across 10 industries and 50+ roles.
- DPDP 2023-native. AES-256 PII encryption, PBKDF2 with 100,000 iterations, full audit log, an erasure flow, per-org grievance officer. Penalties under the DPDP Act reach ₹250 crore — we lower that exposure by design.
Workforce intelligence vs HR analytics vs HRMS
| HRMS | HR analytics | Workforce intelligence (SKILWI) | |
|---|---|---|---|
| Question answered | Who is on the payroll? | What happened last quarter? | What should we do next quarter, and what does it cost? |
| Data unit | Employee record | Aggregated KPI | Skill, role, rupee |
| Built for | Payroll + compliance | Reporting | Decisions |
| Output | Reports | Dashboards | Hire-vs-upskill recommendations, in rupees |
The capabilities inside a Workforce Intelligence OS
Skilwi's Workforce Intelligence OS bundles six capabilities that normally come from five different vendors:
- Skill intelligence — the living skill graph that every other capability reads from
- Skill gap analysis & TNA — gaps detected at the skill level, training needs analysed automatically
- Hire-vs-upskill Decision Engine — rupee comparison for every role, in under 60 seconds
- Succession planning & career pathing — readiness scored from the skill graph, not the org chart
- Performance management — goals, OKRs and reviews wired into the same skill graph
- Org intelligence dashboards — one rolled-up view of capability, cost and demand for the CHRO
Where it fits — three tiers, each a superset
The Workforce Intelligence OS comes in three tiers, each a strict superset of the one below. Upgrade in place; data and the skill graph carry forward.
| Tier | Price (PEPM, billed annual, GST extra) | What you get |
|---|---|---|
| Hiring Intelligence | ₹250 | AI candidate matching, recruitment pipeline, hiring scorecards |
| Skill Intelligence | ₹500 | Everything above + skill graph, TNA, Decision Engine |
| Org Intelligence | ₹800 | Everything above + performance, OKRs, succession, full workforce analytics |
See the full pricing breakdown, or try the free Decision Engine calculator to see hire-vs-upskill costs for any role in your org.
Common questions
- How is workforce intelligence different from HR analytics?
- HR analytics describes the past. Workforce intelligence decides the future and prices the options in rupees.
- Why is it called an OS and not a tool?
- Because every capability reads from and writes to the same skill graph. Recruitment, performance, succession and the Decision Engine all stay consistent — change a JD in one place and gaps update everywhere.
- Do I need clean HR data before this works?
- No. SKILWI starts from whatever you have — resumes, job descriptions, payroll exports — and learns. Manager ratings sharpen the graph over time.
- Will it work for an Indian mid-market company?
- That is the only audience it is built for. 200-2,000 employees, INR 100-2,000 crore revenue, Indian taxonomies, Indian salary benchmarks, DPDP-native.