PMAX Recruitment & HR OS Dashboard v4

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🔴 CRITICAL: 0 offers made across all positions — pipeline blocked at PST/HM stages
🟡 ACTION: 11 positions Not in Odoo — TA must create & match names (HC Plan × Odoo × TestCenter)
🟢 FOCUS: Recruitment priority = BD/Growth (5 seats) + Tech/Builder (3 seats) — all other execution roles PAUSED
🤖 AI IMPACT: 18 execution-only positions removed from plan → replaced by AI Agents → GP/FTE ↑ 6-12%
📋 NEW: AI Test Case added to screening flow — all BD/Tech/Builder candidates must pass AI assessment

Active HC Plan

9 filled, 14 active recruitment

Filled (Onboard + Waiting)

5 onboard, 4 waiting to start

BD/Growth Seats (TOP PRIORITY)

4 BD Exec + 1 BD Leader SME

Tech/Builder Seats

QC Eng + SW Eng + Pod Lead

Offers Made

Pipeline blocked — needs HM action

Positions Paused (AI Replaced)

Opt Trainee ×8, Opt Mgr ×8, CRO, BA/QC

Not in Odoo

Must create in Odoo & match names

AI Agent Capacity Added

+11 FTE eq.

22 agents → replaces 18 paused positions

Hiring Progress: Active Plan vs Actual

Pipeline Funnel (Active Positions Only)

Filled Positions (Onboard + Waiting)

Seat	Position	Dept	Status	Candidate	Month	Note
021	HRBP Lead	HR & Admin	Onboard	—	Feb	Done
022	TA Lead	HR & Admin	Onboard	—	Feb	Done
027	Accounting Intern	Finance	Onboard	Cao Bá Vượng	Feb	23 Feb
051	Sr Optimization Executive	SME	Onboard	—	Feb	Done
062	Designer	Creative	Onboard	—	Feb	Done
023	Strategy Consulting Director	Strategy	Waiting	Cường	Feb	Trung support
024	Communication Strategy Director	Strategy	Waiting	Huê & team	Feb	Trung support
028	Financial Analyst Trainee	Finance	Waiting	—	Feb	Level adjusted
059	Back-end Engineer	Tech & Data	Waiting	—	Mar	ERP/OpX

AI-First Impact Summary

Positions REPLACED by AI Agents (18 paused):

• Optimization Trainee ×8 → CV-JD Screening + PST Agent
• Optimization Manager ×8 → SLA Controller + Dashboard Agent
• BA/QC Trainee → AI Triage Agent
• CRO → deferred (CEO decision, 50% probability)

GP/FTE Impact:

• Old plan: 83 seats → GP/FTE = 1,040 (below target)
• New plan: 23 seats + 22 AI agents → GP/FTE = 1,168 (+12%)
• Savings: ~18 FTE salary cost avoided
• Net: GP numerator ↑ while FTE denominator controlled

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🟢 Q1 ON TRACK: GP/FTE forecast 201 vs target 200 (100%) — marginal buffer only
🟡 RISK: Q1 onboard 15 / offboard 26 → net -11 FTE. Must accelerate BD hires to maintain GP growth
🤖 AI LEVER: 22 AI agents = +11 FTE equivalent capacity without adding to FTE denominator
🔴 GATE: Annual target 1,150 — every non-revenue hire dilutes. Only BD/Tech/Builder approved

Current FTE (excl I/T)

162

Target: 167

Q1 GP

32,990M

VND

Q1 GP/FTE Forecast

201

Target: 200 (100%)

Annual GP/FTE Target

1,150

Cumulative target

Monthly FTE Flow

Month	Begin	Onboard	Resign	End	Net
Jan	173	4	12	165	-8
Feb	165	1	4	162	-3
Mar	162	3 (actual) + 7 (forecast)	3	166	+4
Apr	166	—	—	TBD	—

Quarterly GP/FTE Targets

Quarter	Target	Forecast	% vs Target
Q1	200	201	100%
Q2	250	—	—
Q3	300	—	—
Q4	400	—	—
Total	1,150	402	35%

Department Headcount Distribution

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🔴 18 POSITIONS PAUSED: Opt Trainee ×8, Opt Manager ×8, CRO, BA/QC Trainee — replaced by AI agents
🟡 11 NOT IN ODOO: TA must create these positions in Odoo with CONSISTENT names matching HC Plan & TestCenter
🟢 ACTIVE: 14 positions in active recruitment — 5 BD/Growth + 3 Tech + 6 Other
📋 NAME RULE: Position name in HC Plan = Odoo job title = TestCenter assessment name (no mismatches)

Seat	Job Title	Priority	Dept	Grade	Expected	Status	Category	Note

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🟢 BD/GROWTH: 5 seats active — BD Executive ×4 + BD Leader SME ×1. Top sourcing priority.
🔵 TECH/BUILDER: QC Engineer, Software Engineer, Pod Lead — require AI test case in screening
🔴 ZERO OFFERS: Pipeline bottleneck at PST → HM. Escalation needed for HM review backlog.
🤖 AI TEST CASE: All BD/Tech/Builder candidates must pass AI assessment before HM interview

Pipeline by Position — All Active Seats

Position	Seats	Open	Focus	Total CVs	HR Screen	PST	HM	1st IV	2nd+ IV	AI Test
BD Executive	013, 014, 052, 053	4	BD/Growth	45	18	12	8	4	1	Required
BD Leader SME	054	1	BD/Growth	12	5	3	2	1	0	Required
Software Engineer	079	1	Tech	28	12	10	4	2	0	Required
QC Engineer	057	1	Tech	15	8	5	2	0	0	Required
Back-end Engineer	059 (Waiting)	0	Tech	52	25	20	5	2	0	Done
Pod Lead	072	1	Builder	18	8	5	3	1	0	Required
Media Product Executive	080	1	Builder	10	4	2	1	0	0	Required
Marketing Manager	006	1	Strategic	22	10	5	4	2	1	Required
Influencer Management Trainee	067-069	3	MCN Builder	98	40	24	22	3	0	Pending setup
Admin Officer	077	1	Operations	8	3	2	1	0	0	N/A
TOTAL		14		308	133	88	52	15	2

AI Test Case — Recruitment Flow Integration

New screening flow: CV Received → HR Screen → AI Test Case (NEW) → PST → HM Review → Interview → Offer
AI Test covers: AI tool proficiency, prompt engineering basics, AI-augmented workflow design, data literacy
Applies to: All BD, Tech, Builder, and Strategic roles. Score threshold: ≥ 60% to proceed.
Platform: TestCenter.vn — position names MUST match Odoo & HC Plan exactly.

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🔴 11 POSITIONS NOT IN ODOO: Cannot track pipeline. TA must create immediately.
🔴 SLA BREACH: 138 CVs pending HR screening — 100% SLA breach
🟡 PST BOTTLENECK: 116 candidates stuck at PST stage
📋 NAME CONSISTENCY: HC Plan name ≠ Odoo name for multiple positions — see table below

Position Name Consistency Check (HC Plan × Odoo × TestCenter)

Seat	HC Plan Name	Odoo Name	TestCenter Name	Status	Action
006	Marketing Manager	❌ Missing	❌ Missing	Not in Odoo	Create in Odoo + TestCenter
013-014	BD Executive	❌ Missing	❌ Missing	Not in Odoo	Create in Odoo + TestCenter
057	QC Engineer	❌ Missing	❌ Missing	Not in Odoo	Create in Odoo + TestCenter
067-069	Influencer Management Trainee	❌ Missing	❌ Missing	Not in Odoo	Create: use "Influencer Management Trainee"
072	Pod Lead	❌ Missing	❌ Missing	Not in Odoo	Create in Odoo + TestCenter
077	Admin Officer	❌ Missing	❌ Missing	Not in Odoo	Create as "Admin Officer" (not "Admin")
079	Software Engineer	❌ Missing	❌ Missing	Not in Odoo	Create in Odoo + TestCenter
080	Media Product Executive	❌ Missing	❌ Missing	Not in Odoo	Create in Odoo + TestCenter

Rule: HC Plan job title = Odoo job position name = TestCenter assessment title. Any mismatch blocks pipeline tracking & AI agent matching.

Other TA Alerts

Alert Type	Position	Severity	Details
SLA Breach	HR Screening Queue	Critical	138 CVs pending, 100% SLA breach
Pipeline Stuck	PST Stage	High	116 candidates stuck
No Offers	All Positions	High	0 offers made — needs HM decisions
AI Test Missing	Influencer Mgmt Trainee	Medium	AI test case not yet set up on TestCenter
HM Backlog	Multiple	High	45 candidates in HM stage waiting review

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🔴 138 CVs PENDING: Average 5.4 working days — exceeds 5-day SLA
🤖 AI SOLUTION: CV-JD Screening Agent can auto-screen 80% of queue — deploy accelerated
🟡 PRIORITY: Screen BD Executive & Software Engineer CVs first (revenue-generating roles)

SLA Working Days Calculation: Excludes weekends and VN holidays (Jan 1, Feb 14-22 Tết, Apr 6 Hung Kings, Apr 30 Liberation, May 1 Labor, Sep 2 National Day)

Screening Queue with SLA Status

Position	Queue Count	Avg Days Pending	SLA (5 WD)	Status
BD Executive	18	3.5	5	On Track
Software Engineer	12	4.2	5	On Track
Back-end Engineer	25	5.1	5	At Risk
Influencer Management Trainee	40	7.3	5	Breach
Marketing Manager	10	4.0	5	On Track
Other Active Positions	33	6.2	5	Breach
Total	138	5.4	5	Overall Breach

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🟡 OVER-RELIANCE: 71% CVs from Website — need to diversify for BD/Tech roles
🔵 ACTION: Activate LinkedIn sourcing for BD Leader SME & Software Engineer
🟢 LEVERAGE: CareerViet (CV) as sourcing channel for operational roles

CV Sources Distribution

Sources Breakdown

Source	Count	% of Total
Website	284	71%
Others	20	5%
ADJ	15	4%
LinkedIn	13	3%
Unknown	5	1%
VNW	2	1%
Total	402	100%

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🔴 PRIORITY 1: Clear 138 CV screening backlog — target 30/day
🟡 PRIORITY 2: Create 11 missing positions in Odoo with correct names
🔵 PRIORITY 3: Set up AI test cases on TestCenter for BD/Tech/Builder positions

Weekly Tasks — Mon-Fri Breakdown

Task	Owner	Priority	Mon	Tue	Wed	Thu	Fri
HR Screening (BD/Tech first)	TA Lead	P0	20	22	25	28	15
Create positions in Odoo (11)	TA Lead	P0	5	6	—	—	—
Setup AI Test Cases	TA Lead + COO	P1	—	—	Design	Config	Test
PST Scheduling	TA Lead	P1	8	10	12	9	5
HM Review Follow-up	HRD	P1	—	5	—	5	—
Onboarding	HRBP Lead	P2	2	1	1	2	1
Reporting	TA Lead + HRD	P3	—	—	—	—	3

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🔴 GAP WIDENING: Plan 61 vs Actual 9 at Mar — gap of -52 (old plan). New plan: 23 active seats.
🟢 REVISED: With 18 positions paused, effective gap narrows to -5 seats (14 active - 9 filled)
📋 TARGET: Fill remaining 14 seats by Q2 end — 5 BD + 3 Tech + 6 Other

Revised Plan vs Actual Hiring Trend

Hiring Gap Analysis (Revised Plan)

Monthly Breakdown (Revised Plan)

Month	Revised Plan Cumulative	Actual Onboard	Actual + Waiting	Gap
Jan	0	0	0	0
Feb	14	5	8	-6
Mar	20	5	9	-11
Apr	23	—	—	—

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🤖 AI-FIRST SHIFT: Human FTE (5.5) + AI Agents (22) = 16.5 Effective FTE (3× multiplier)
🟢 DEPLOYED: 4 agents active (Dashboard, CV-JD, SLA Controller, Onboarding Checklist)
🟡 BUILDING: 6 agents in Q2 pipeline (PST, Odoo, Source Analytics, JD Writer, AI Triage, SLA Alert)
🔵 GOVERNANCE: Every agent has 1 human owner. Agents recommend, humans decide (HITL). Accuracy < 85% = retrain.

STRATEGIC SHIFT: Human-Only → AI-First (Mar 2026)

Old model (1.1.2026): Human-only + Helix org → capacity constrained, ops bottleneck
New model (AI-First): Capacity = Human FTE + AI Agents → Operations Excellence via automation
GP/FTE lever: Focus recruitment on BD/Growth (revenue-generating) + optimize back office & execution roles via Agents → GP/FTE ↑↑
JD revision needed: All company JDs must reflect AI-first approach — every role = Human decision + Agent execution

Section A: HR Team Current State (as of Mar 2026)

Role	Person	Status	Reports To	Focus Area	AI Agent Support
HRD / Head of HR	Võ Thu Hà	Active	CEO	Strategy, Governance, HC Plan, GP/FTE control	HC Dashboard Agent, People Analytics Agent
HRBP	In-role	Active	HRD	People Partner, Culture, Succession + Admin centralized (1-Apr)	Employee Pulse Agent, Exit Risk Predictor, Admin Service Desk Agent
TA (Talent Acquisition)	In-role	Active	HRD	Recruitment pipeline, Odoo, Source strategy, SLA	CV-JD Screening Agent, PST Agent, Source Analytics Agent
IC (Internal Comms)	In-role	Active	HRD	Internal communications, Employer branding, Culture comms	Content Draft Agent, Comms Calendar Agent
L&D	Recruiting	Open → Target 1-Apr	HRD	Training, LMS, Capability development, Trainee program	Skill Gap Analyzer, Training Path Agent, LMS Content Agent
Intern	Recruiting	Open → Target 1-Apr	HRBP	Admin support, Data entry, Process assistance	Ticket Triage Agent, Checklist Agent
Admin (centralized)	→ Under HRBP	Restructure 1-Apr	HRBP	Service Desk, Doc/Contract routing, On/Offboarding admin, Asset	Admin CoE Agents (see OS below)
Current: 4 Active (HRD + HRBP + TA + IC) \| Recruiting: 2 (L&D + Intern by 1-Apr) \| Restructure: Admin → HRBP (1-Apr) \| Total: 6 HC + Admin function

Section B: HR Functions × Human + Agent Capacity Matrix (AI-First)

Function	Human Owner	Human FTE	AI Agents (Deployed / Planned)	Agent FTE Eq.	Total Effective	Automation %
Talent Acquisition	TA	1.0	CV-JD Screening ✅ \| PST Auto-pull 🔄 \| Source Analytics 🔄 \| Daily Report ✅	2.5	3.5	70%
People Partnership	HRBP	1.0	Employee Pulse 📋 \| Exit Risk Predictor 📋 \| 1-on-1 Prep 📋	1.0	2.0	40%
Admin CoE (Service Desk)	HRBP + Intern	0.5	AI Triage Agent 🔄 \| SLA Controller 🔄 \| Onboarding Checklist ✅ \| Contract Router 📋	2.0	2.5	80%
L&D	L&D (1-Apr)	1.0	Skill Gap Analyzer 📋 \| Training Path Agent 📋 \| LMS Content Agent 📋	1.5	2.5	60%
Internal Comms & EB	IC	1.0	Content Draft Agent 📋 \| JD Writer Agent 🔄 \| Career Page Agent 📋	1.0	2.0	50%
HR Data & Reporting	HRD + Agents	0.2	HC Dashboard Agent ✅ \| People Analytics 🔄 \| Turnover Predictor 📋 \| GP/FTE Monitor 🔄	2.0	2.2	90%
C&B / Payroll	Finance (shared)	0.1	Payroll Automation 📋 \| Comp Benchmark 📋	0.5	0.6	80%
Governance & Strategy	HRD	0.7	Policy Q&A Agent 📋 \| Compliance Scanner 📋	0.5	1.2	30%
TOTAL		5.5 FTE	✅ Deployed: 4 \| 🔄 Building: 6 \| 📋 Planned: 12 = 22 Agents	11.0	16.5 FTE	63%

✅ = Deployed | 🔄 = Building (Q1-Q2) | 📋 = Planned (Q3-Q4) | Multiplier: 5.5 Human FTE → 16.5 Effective FTE (3× with full agent deployment)

Section B2: GP/FTE Strategic Impact — AI-First Hiring

RECRUIT: BD / Growth Roles (Revenue ↑)

Focus all recruitment on revenue-generating roles:
• BD Executive ×4 — direct GP contribution
• BD Leader SME — client retention & upsell
• Pod Lead — client retention
• Growth roles — new business pipeline
Impact: Every BD hire adds ~200M+ GP/year

OPTIMIZE: Back Office / Execution via AI Agents

Replace/augment operational roles with Agents:
• Opt Trainee ×8 → CV-JD + PST Agents
• Opt Manager ×8 → SLA Controller + Dashboard
• BA/QC Trainee → AI Triage Agent
• Admin tasks → Admin CoE Agents
Impact: Save 18 FTE salary → GP/FTE ↑ 12%

GP/FTE Scenario Modeling — AI-First vs Human-Only

Scenario	FTE (excl I/T)	Agent FTE Eq.	Effective Capacity	GP (Annual, M VND)	GP/FTE	vs Target (1,150)
Baseline (Human-only, old model)	173	0	173	180,000	1,040	-9.6%
Current (Mar 2026)	162	4	166	180,000	1,111	-3.4%
AI-First Q2 (BD focus + 10 Agents)	167	10	177	195,000	1,168	+1.6%
AI-First Q4 (full agent + Growth hires)	170	22	192	210,000	1,235	+7.4%

Key insight: GP/FTE = GP ÷ Human FTE (excl I/T). Agents don't count as FTE but increase output capacity → GP numerator ↑ while FTE denominator stays controlled

Section C: AI Agent Deployment Roadmap

NOW — Deployed (4 Agents)

Daily Recruitment Report Agent ✅
CV-JD Screening Agent 🔄
HC Dashboard Agent ✅
Onboarding Checklist Agent ✅

NEXT — Q2 2026 (6 Agents)

PST Auto-pull Agent
SLA Alert + Controller Agent
Odoo Auto-update Agent
Source Analytics Agent
AI Triage Agent
JD Writer Agent

LATER — Q3-Q4 (12 Agents)

Employee Pulse, Exit Risk Predictor
Skill Gap Analyzer, Training Path
LMS Content, Payroll Automation
Contract Router, Invoice/Expense
Vendor Screening, Content Draft
Policy Q&A, GP/FTE Monitor

Section C2: Admin CoE OS Architecture

Process	SoR	Controller (AI)	Executor	Human Authority	Automation
P1: Service Desk	Ticketing SoR	AI Triage + SLA Rules	AI + Human	HRBP	Assisted → Agentic
P2: Contract/NDA	Contract Repo	AI Clause Extract + Risk	E-sign + AI drafts	Legal	Assisted
P3: Invoice/Expense	Finance System	AI Extract + Anomaly	RPA + Human	Finance	Assisted
P4: Procurement	Vendor Master	AI Quote + Screening	Workflow auto	Budget owner	Manual → Assisted
P5: On/Offboarding	HRIS / Asset	AI Checklist	IAM Auto + Human	IT/Security	Automated
P6: Meeting & Reporting	Notes / Tracker	AI Summarizer	Reminder Bot	Meeting owner	Assisted → Agentic

Section C3: Data System — Source of Record Map

Domain	SoR	Owner	Powers
Recruitment Pipeline	Odoo (recruitment)	TA	Dashboard funnel + SLA control
HC Plan / Approved Seats	Google Sheet (HC Plan Master)	HRD	Seat approval gate
FTE / GP	Google Sheet (HC for GP/FTE)	CFO + HRD	Hiring gate + KPI dashboard
Employee Master Data	HRIS / Odoo HR	HRBP	People analytics + compliance
Admin Tickets	Ticketing SoR	HRBP	SLA timer + escalation
JDs	Google Drive (JD Folder)	HRD	JD revision tracker
Reporting	Recruitment Dashboard v4	COO	All 10 tabs
PAP Record	Google Drive	HRBP	Performance + promotion gate
IC Plan	Google Drive	IC	IC campaign + content calendar

Section E: AI Orchestrator & AI Agents

AI ORCHESTRATOR = Signal Router (not decision maker)

Continuously reads staffing signals → triggers downstream HR actions → routes to human authority.
Capacity = Human FTE + AI Agents. 5.5 Human FTE + 22 AI Agents = ~16.5 Effective FTE (3× multiplier).

Signal → Action Routing Table

Signal	Source	Trigger Condition	Action Routed To	HR Process Linked
Under-capacity	HC Plan + GP/FTE Monitor	FTE < target by > 5 AND approved seats open	TA: Accelerate recruitment	P1 (TA) → Activate positions
Over-capacity	HC Plan + GP/FTE Monitor	FTE > target by > 5 OR GP/FTE < floor	HRD: Freeze non-revenue hires	P1 (TA) → Pause pipeline
Successor gap	PAP Record + Org Chart	Key role: 0 successor OR readiness < 70%	HRBP: Succession plan	P2 (HRBP) → IDP. P3 (L&D) → Bootcamp
Retention risk	Exit Risk Predictor + Pulse	Exit risk score > 70%	HRBP: Stay interview	P2 → Retention. P6 (C&B) → Comp review
Skill gap / Bootcamp	PAP + Competency Matrix	Competency < threshold	L&D: Training program	P3 (L&D) → Training path
Promotion readiness	PAP + Performance Data	2+ A ratings + competency + tenure ≥ 12m	HRD: Promotion committee	P6 (C&B) → Comp adj
ESOP eligibility	PAP + Tenure + Performance	Meets ESOP criteria	HRD + CFO: ESOP nomination	P6 (C&B) → ESOP allocation
Probation failure	HRBP Probation Tracker	Review score < passing at 60d	HRBP: Intervention or exit	P2 → PIP/offboard. P1 → Re-hire
Agent underperf.	Agent Accuracy Dashboard	Accuracy < 85% OR SLA breach > 10%	COO/CTO: Retrain/decommission	Sec 9 (Tech) → Model retrain

Orchestrator Signal Flow

CAPACITY SIGNAL

GP/FTE Monitor + HC Plan → Under/Over-cap
Under-cap → TA: Recruit (Growth/BD first)
Over-cap → HRD: Freeze non-revenue hires

SUCCESSOR SIGNAL

PAP Record + Org Chart → Vacancy risk
No successor → HRBP: Succession plan
Ready → HRD: Promotion review trigger

RETENTION SIGNAL

Exit Risk + Pulse → Flight risk
High risk → Stay interview + Comp + ESOP
Mitigated → L&D: Career path

DEVELOPMENT → PROMOTION → ESOP

Competency + PAP → Skill gap → Bootcamp
Gap filled → Promotion → C&B comp adj
ESOP eligible → CFO → Board → Retention lock

AI Governance: Every Agent has 1 human owner | Agents recommend, humans decide (HITL) | Accuracy reviewed weekly (< 85% = retrain) | No deploy without Process OS mapping | Agent decommission requires COO approval

Section F: Governance RACI

Decision Domain	R (Responsible)	A (Accountable)	C (Consulted)	I (Informed)
HC Plan approval & FTE control	HRD	CFO (Thân)	CEO (Long), COO	Dept Heads
Recruitment execution & SLA	TA	HRD	Dept Heads, HMs	COO
AI Agent deployment & roadmap	COO (Nhung)	CEO	HRD, CTO	All Depts
GP/FTE target & monitoring	CFO	CEO	COO, HRD	Board
Admin CoE operations (P1-P6)	HRBP	HRD	Finance, Legal, IT	All requesters
People partnership & culture	HRBP	HRD	CEO, Dept Heads	All employees
L&D programs & LMS	L&D (1-Apr)	HRD	CoE Leads	All employees
Internal comms & EB	IC	HRD	Marketing, CEO	All
Comp decisions	HRD	CFO	CEO	—
JD revision (AI-first)	HRD + COO	CEO	Dept Heads, CTO	All

Key principle: AI Agents = Executors only. Human authority for all decisions. One decision owner per domain.

PMAX Recruitment & HR OS Dashboard v4.0

Section A: HR Team Current State (as of Mar 2026)

Section B: HR Functions × Human + Agent Capacity Matrix (AI-First)

Section B2: GP/FTE Strategic Impact — AI-First Hiring

Section C: AI Agent Deployment Roadmap

Section C2: Admin CoE OS Architecture

Section C3: Data System — Source of Record Map

Section E: AI Orchestrator & AI Agents

Signal → Action Routing Table

Orchestrator Signal Flow

Section F: Governance RACI