PMAX Productivity Dashboard v5.0

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🟢 W13 UPDATE: 8 onboarded + 6 waiting + 1 offering = 15 filled positions. 86 active seats (+1)
🎯 OFFERS: GM (091) offering to Tân. CRO (026) waiting for onboard
🟡 ACTIVE: 41 positions need recruiting (39 Must + 1 Should + 1 Good). Priority = BD/Growth + Tech + MCNs
📊 GP/FTE: Q1 actual 193 vs target 200 (97%). Current staff 158. Q1 net -14 FTE (onboard 10, resign 24)
🔴 CRITICAL: Mar resign surged to 8. Apr forecast resign 9 → FTE dropping to 151. Break-even FTE = 155. 30 Pending seats — BOD decides

Total HC Plan Seats

89 total - 3 cancelled. Must have: 39 recruit + 15 filled, Pending: 30

Filled (Onboard + Waiting + Offering)

8 onboard + 6 waiting + 1 offering

Active Recruitment (unfilled)

39 Must + 1 Should + 1 Good. BD/Growth, Tech, MCNs, Account

Pending — NO TA ACTION

BOD decides. Account ×8, Media ×8, SME ×3, MCNs ×3

Offers / Waiting

1 + 6

GM (091) offering. 6 waiting for onboard

Current Staff (Mar end)

158

Target: 167. Q1 net: -14 FTE. Apr forecast: 151

GP/FTE Q1

193

Target: 200 (97%). Revised annual: 1,240. Break-even: 155 FTE

AI Agent Capacity

+11 FTE eq.

22 agents planned. 4 deployed.

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 & Accounting	Onboard	—	Feb	Done
051	Sr Optimization Executive	SME	Onboard	—	Feb	Done
029	Financial Analyst Trainee	Finance & Accounting	Onboard	NGÔ ĐỨC TÀI	Feb	Done
062	Designer	Creative	Onboard	—	Mar	Done
090	Legal Intern	Finance & Accounting	Onboard	TRẦN NGỌC BÍCH	Mar	Done
092	Account Intern	HAN	Onboard	HÀ THẢO NGUYÊN	Mar	New W12
023	Strategy Director	Strategy	Waiting	—	Feb	Waiting for onboard
024	Strategy Director	Strategy	Waiting	—	Feb	Waiting for onboard
028	Financial Analyst Trainee	Finance & Accounting	Waiting	—	Feb	Waiting for onboard
058	BA/QC Trainee/Intern	Tech & Data	Waiting	LÊ HUỲNH MỸ DUYÊN	Mar	New W12
059	Back-end Engineer	Tech & Data	Waiting	—	Mar	Waiting for onboard
026	Chief Revenue Officer	Growth	Waiting	Hà	Mar	Waiting for onboard
091	General Manager	Growth	Offering	Tân	Apr	Offering stage

AI-First Impact Summary

Key recruitment status (as of 29 Mar):

• 86 active seats: 15 filled + 41 active recruit + 30 pending
• 3 new seats: 090 Legal Intern (OB), 091 GM (Offering), 092 Account Intern (OB)
• CRO (026): waiting for onboard. GM (091): offering to Tân
• Pending: 30 seats — NO TA ACTION, BOD decides

GP/FTE Impact — AT RISK:

• Current: 158 staff (Mar end), GP2 Q1: 31,087M → GP/FTE 193 (vs 200 target, 97%)
• Q1 net: -14 FTE (onboard 10, resign 24). Mar resign surged to 8
• Apr forecast: Resign 9 → FTE drops to 151. Break-even = 155 FTE
• Priority: BD/Growth revenue hires + retention focus

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🔴 Q1 MISSED TARGET: GP/FTE actual 193 vs target 200 (97%) — gap of 7 points. GP2 dropped to 31,087M
🔴 FTE CRISIS: Q1 onboard 10 / resign 24 → net -14 FTE. Mar resign surged to 8. Current staff 158
📊 BREAK-EVEN: Max 155 FTE to meet Q1 target — actual 161 exceeded. FTE trend: 172→164→161→158→151(Apr)
🎯 ANNUAL (REVISED): GP/FTE target 1,240 (was 1,150). Q1 actual: 193 (16%). Q2 target: 330. Must accelerate revenue + retention

Current Staff (Mar end)

158

Target: 167 | Avg Q1: 161 | Apr forecast: 151

GP2 Q1 Actual

31,087M

VND (was 32,229M — dropped 1,142M)

Q1 GP/FTE Actual

193

Target: 200 (97%) — MISSED. Break-even: 155 FTE

Annual GP/FTE Target (Revised)

1,240

Q1 actual: 193 (16%). Q2 target: 330

Monthly FTE Flow

Month	Begin	Onboard	Resign	End	Net
Jan	172	4	12	164	-8
Feb	164	1	4	161	-3
Mar	161	5	8	158	-3
Apr (forecast)	158	2	9	151	-7
Q1 Actual	172	10	24	158	-14

Quarterly GP/FTE Targets

Quarter	Target	Forecast	% vs Target
Q1	200	193	97%
Q2	330	—	Avg FTE forecast: 149
Q3	350	—	—
Q4	360	—	—
Total	1,240	193	16%

Department Headcount Distribution

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🟢 14 FILLED: 7 Onboard + 5 Waiting for onboard + 2 Offering
🎯 44 MUST HAVE: 39 need recruiting + 5 filled/offering. BD/Growth, Tech, MCNs, Account Trainee ×8
🟡 30 PENDING — NO TA ACTION: Account ×8, Media ×8, SME ×3, MCNs ×3, others — BOD decides
🔴 3 CANCELLED: BD Trainee (007), Ecommerce Commercial Director (008), Sr Commerce Solution Exec (009)

Seat	Job Title	Priority	Dept	Grade	Expected	Status	Category	Note

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🟢 41 ACTIVE SEATS across 10 departments. 2 Offers: CRO (026, 50% close) + Growth Dir (091, Tân)
🎯 BD/GROWTH: BD Manager + BD Exec ×7 (incl SME/HAN) + Growth Specialist + Marketing Mgr = 10 seats
🔵 TECH: Sr BA TL, BA ×2, BI, QC Eng, SW Eng, Media Product, Data Analyst, AI Transformation = 9 seats
🟠 ACCOUNT: Account Manager + Account Trainee ×8 = 9 seats
🟡 MEDIA/MCNs: Optimization Trainee ×8 (Media) + Influencer/Livestream ×5 (MCNs) = 13 seats

Pipeline by Position — All Active Seats

Position	Seats	Open	Focus	Total CVs	HR Screen	PST	HM	1st IV	2nd+ IV	Offer	AI Test
BD Manager	004	1	BD/Growth	5	1	0	4	0	0	0	Required
BD Executive ×4	013,014,052,053	4	BD/Growth	4	3	0	1	0	0	0	Required
BD Executive (SME)	054	1	BD/Growth	2	2	0	0	0	0	0	Required
BD Executive (HAN)	005	1	BD/Growth	0	0	0	0	0	0	0	No CVs 60d
Growth Specialist	025	1	BD/Growth	5	5	0	0	0	0	0	Required
Marketing Manager	006	1	Strategic	13	13	0	0	0	0	0	Required
Account Manager	072	1	Account	18	7	0	4	3	1	0	Required
Account Trainee (T2) ×8	082-089	8	Account	54	54	0	0	0	0	0	Required
Sr BA Team Leader	055	1	Tech	0	0	0	0	0	0	0	No CVs 60d
Business Analyst ×2	0010, 056	2	Tech	5	4	0	1	0	0	0	Required
Business Intelligence	011	1	Tech	13	1	0	12	0	0	0	Required
QC Engineer	057	1	Tech	0	0	0	0	0	0	0	No CVs 60d
Software Engineer	079	1	Tech	11	10	0	0	0	0	0	Required
Media Product Executive	080	1	Tech	—	—	—	—	—	—	—	Not in Odoo
Marketing & Data Analyst	081	1	Tech	—	—	—	—	—	—	—	Not in Odoo
AI Transformation Associate	060	1	Tech	—	—	—	—	—	—	—	Not in Odoo
Optimization Trainee ×8	040-047	8	Media	46	46	0	0	0	0	0	Required
Influencer Affiliate Mgmt Trainee ×2	067, 068	2	MCN	1	1	0	0	0	0	0	Required
Influencer Mgmt Executive	069	1	MCN	5	1	0	2	0	0	0	Required
Sr Influencer Mgmt Executive	070	1	MCN	0	0	0	0	0	0	0	No CVs 60d
Livestream Operation Trainee	066	1	MCN	0	0	0	0	0	0	0	No CVs 60d
Procurement Lead	031	1	Trading	0	0	0	0	0	0	0	No CVs 60d
TOTAL (60-day active)	41 seats	41		182	148	0	24	3	1	0	7 positions with 0 CVs

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

🔴 NAME MISMATCHES: Job Request ≠ Job Title for some positions — Odoo links now added in HC Plan
🟢 PENDING = SKIP: 30 Pending seats do NOT require TA action — only Must have positions need recruitment
🔵 ODOO LINKS: 14 positions now have Odoo links in HC Plan (005, 054, 055, 069, 072, 079, 082-089)
📋 RULE: HC Plan Job Title = Odoo Job Position = TestCenter assessment name (Must have only)

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

Seat	HC Plan Name	Odoo Name	TestCenter Name	Status	Action
005	BD Executive	BD Executive (HN)	⚠️ Suffix	Minor	Odoo #206 — "(HN)" suffix
054	BD Executive (SME)	BD Executive (SME)	✅ Aligned	Fixed	Odoo #272
055	Sr BA Team Leader	BA Manager	⚠️ Title diff	Minor	Odoo #258 — align title
069	Influencer Mgmt Executive	Influencer Mgmt Executive	✅ Aligned	Fixed	Odoo #11
072	Account Manager	Account Manager	✅ Aligned	Fixed	Odoo #274
079	Software Engineer	Software Engineer	✅ Aligned	Fixed	Odoo #196
080	Media Product Executive	Product Owner	⚠️ Title diff	Minor	No Odoo link yet — need to align
081	Marketing & Data Analyst	Data Analyst	⚠️ Partial	Minor	No Odoo link yet — missing prefix
082-089	Account Trainee (T2) ×8	Account Trainee (T2) ×8	✅ Aligned	Fixed	Odoo #265 (shared)
071,073-076,078	Various (PENDING)	N/A — Pending	—	Skip	PENDING positions — no TA action needed
TOTAL: 10 positions checked				5 Fixed, 3 Minor, 1 Suffix, 1 Skip

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
Titles Fixed	054, 069, 072, 079, 082-089	Resolved	HC Plan titles aligned with Odoo. Odoo links added. 5 positions fully resolved.
Title Still Diff	055, 080, 081	Minor	055: Sr BA TL vs BA Manager \| 080: Media Product Exec vs Product Owner \| 081: partial name
CRO Offering	026 Chief Revenue Officer	Monitor	Candidate: Hà. 50% close probability.
Growth Dir Offering	091 Growth Director	Monitor	Candidate: Tân. New W12 offer.
Net FTE Loss	Q1 Overall	High	-12 net FTE in Q1 (onboard 8, resign 20). Accelerate Must have hires.
Pending = NO ACTION	30 positions	Info	PENDING positions NOT for TA. Account ×12, Media ×8, SME ×3, MCNs ×3, others. BOD decides.
TOTAL ALERTS	6 items		1 Resolved, 1 Minor, 2 Monitor, 1 High, 1 Info

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🔴 148 CVs IN HR SCREENING (60d): 41 active seats. Account Trainee (54) + Optim Trainee (46) = 68% of queue
🤖 AI SOLUTION: CV-JD Screening Agent can auto-screen 80% of queue — deploy accelerated
🟡 PRIORITY: BD/Growth (10 seats) + Account (9 seats) + Tech (9 seats) = top screening priority
⚠️ GAPS: 7 positions with 0 CVs in 60 days: BD HAN, Sr BA TL, QC Eng, Sr Influencer, Livestream, Procurement + 3 not in Odoo

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 Manager + BD Executive ×6	6	—	5	Low volume
Growth Specialist	5	—	5	On Track
Marketing Manager	13	—	5	On Track
Account Manager + Account Trainee ×8	61	—	5	High volume
Sr BA TL + BA ×2 + BI	5	—	5	On Track
QC Engineer + Software Engineer	10	—	5	On Track
Media Product Exec + Data Analyst + AI Transformation	0	—	5	Not in Odoo
Optimization Trainee ×8 (Media)	46	—	5	High volume
Influencer/Livestream MCNs ×5	2	—	5	Low volume
Procurement Lead (Trading)	0	—	5	No CVs 60d
TOTAL HR SCREENING (60-day)	148	—	5	148 CVs in queue

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:

🚨 CRITICAL PIPELINE BOTTLENECK — W14

200 CVs received (60d) → 162 at HR Screen → only 28 reach HM Screen (17%) → 3 IV1 → 1 IV2 → 0 Offers
Root cause: HR→HM Screen conversion at 17% (benchmark: 50-60%). 134 CVs stuck at HR Screen with no HM review.
6 positions with ZERO CVs in 60 days: 005 (BD Exec HN), 031 (Procurement), 055 (Sr BA TL), 057 (QC Eng), 066 (Livestream), 070 (Sr Influencer)

TA ACTION PRIORITIES THIS WEEK

🔴 P0: Unblock HM Screen bottleneck — push 134 stuck CVs to HM review. Batch sessions for Media (46 CVs) + Account (54 CVs)
🔴 P0: Emergency sourcing for 6 zero-CV positions — headhunter/direct-source/university channels
🟡 P1: Assign PIC to ~15 unassigned positions. 100+ CVs have no TA owner
🟡 P1: Close CRO offer (026) + GM offer Tân (091). Onboard 6 Waiting candidates
🔵 P2: Schedule IV1 for Account Manager (072) — 3 candidates ready. Advance to offer
📋 P3: SLA compliance: E=78%, M=60%, D=63% — target 90% by end Q2

Recruitment Funnel — 60-Day Window (Odoo, cached 23 Mar)

Stage	Count	% of Total	Drop-off	Benchmark	Action
Total CVs Received	200	100%	—	Target: 200+	✅ Volume OK, but concentrated in Trainee roles
HR Screen	162	81%	19% drop	80-90%	✅ Acceptable pass-through
HM Screen	28	14%	83% drop	50-60%	🔴 #1 BOTTLENECK — 134 CVs stuck
Interview Round 1	3	1.5%	89% drop	30-40% of HM	Only Acct Mgr (072) progressing
Interview Round 2	1	0.5%	67% drop	50-70% of IV1	Acct Mgr (072) — schedule final
Offer	0	0%	—	5+/month	🔴 ZERO offers from pipeline

TA Workload & Capacity — W14

TA PIC	Assigned	Behind SLA	Key Focus This Week	Capacity
yen.le	15 positions	7	Push HM screen for Marketing Mgr (13 CVs stuck). Escalate BD Exec HN (0 CVs).	OVERLOADED
ainhi.nguyen	11 positions	3	Push HM screen for BI (12 CVs at HM). Source QC Engineer.	HIGH
UNASSIGNED	~15 positions	—	⚠️ 100+ CVs at HR Screen with NO PIC. Assign immediately.	CRITICAL

TA Weekly Tasks — W14 (31 Mar — 4 Apr 2026)

Task	Owner	Priority	Mon	Tue	Wed	Thu	Fri
Assign PIC to unassigned positions	TA Lead	P0	ALL	—	—	—	—
Push HM Screen — Media Trainees (46 CVs stuck)	TA + HM	P0	Schedule	Batch	Batch	F/U	—
Push HM Screen — Account Trainees (54 CVs stuck)	TA + HM	P0	Schedule	Batch	Batch	F/U	—
Push HM Screen — Marketing Mgr (13 CVs)	yen.le	P0	Push	Screen	—	Update	—
Push HM Screen — Software Eng (10 CVs)	ainhi	P0	Push	Screen	—	Update	—
Emergency source: 6 zero-CV positions	Both TAs	P0	Plan	Post	Source	Source	Review
Close CRO offer (026) + GM offer Tân (091)	HRD + COO	P1	Call	F/U	—	Update	—
Onboard 6 Waiting candidates	HRBP Lead	P1	Prep	Day 1	Day 1	Settle	Check
Advance IV1 → IV2 for Acct Mgr (072)	TA + HM	P2	—	Schedule	IV2	—	Debrief
SLA breach follow-up (9 positions behind)	TA Lead	P2	—	Review	Escalate	—	—
Weekly pipeline report to CEO	TA Lead + HRD	P3	—	—	—	—	Submit
TOTAL	11 items		W14 (31 Mar — 4 Apr 2026)

SLA Countdown — Behind/At-Risk Positions

Seat	Position	Level	SLA	Days Open	Behind By	CVs (60d)	Status
004	BD Manager	M3	45d	110	65d	5	CRITICAL
005	BD Executive (HN)	E1	30d	86	56d	0	CRITICAL
006	Marketing Manager	M3	45d	86	41d	13	CRITICAL
013	BD Executive	E2	30d	86	56d	4	CRITICAL
014	BD Executive	E1	30d	86	56d	4	CRITICAL
031	Procurement Lead	E3	30d	86	56d	0	CRITICAL
057	QC Engineer	E2	30d	86	56d	0	CRITICAL
066	Livestream Op Trainee	T1	30d	86	56d	0	CRITICAL
070	Sr Influencer Mgmt Exec	E3	30d	86	56d	0	CRITICAL
055	Sr BA Team Leader	M2	45d	45	0d	0	AT LIMIT

Weekly KPI Targets (per TA)

Metric	Target/Week	Current	Gap
CVs sourced (new)	15-20	~10	5-10 gap
HR Screens completed	10-15	Backlog: 162	Clear backlog
HM Interviews scheduled	5-8	~1	4-7 gap
Zero-CV positions reduced	-2/week	6 positions	Action needed
SLA compliance	>80%	E=78%, M=60%	Improving

From:To:

KEY HIGHLIGHTS & ACTION REQUIRED

🟡 GAP: Plan target 52 onboard by Mar vs Actual 14 filled — gap of -38
🟢 PROGRESS W12: +5 new filled positions (090 Onboard, 092 Onboard, 058 Waiting, 026 Offering, 091 Offering)
📋 PIPELINE: 41 Must have positions in active recruitment. 30 Pending (NO TA action — BOD decides).

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	30	5	8	-22
Mar	52	7	14	-38
Apr	69	—	—	—
CURRENT (Mar W13)	52 target	7 onboard	14 filled	-38

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	—	PENDING — Not hiring	HRD	L&D tasks redistributed to HRD. Training, LMS, Capability dev → HRD owns directly + AI agents	Skill Gap Analyzer, Training Path Agent, LMS Content Agent
Admin	Existing resource	Under HRBP — No new hire	HRBP	No new Admin hire. Reassign existing Admin resource under HRBP. Service Desk, On/Offboarding, Asset	AI Triage Agent, Checklist Agent, Admin CoE Agents
Current: 4 Active (HRD + HRBP + TA + IC) \| L&D: PENDING (tasks → HRD) \| Admin: under HRBP (no new hire, reassign internal) \| Total: 4 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	HRD (absorbed)	0.0	Skill Gap Analyzer 📋 \| Training Path Agent 📋 \| LMS Content Agent 📋 — tasks absorbed by HRD, no dedicated hire	1.5	1.5	100%
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		4.5 FTE	✅ Deployed: 4 \| 🔄 Building: 6 \| 📋 Planned: 12 = 22 Agents	11.0	15.5 FTE	71%

✅ = Deployed | 🔄 = Building (Q1-Q2) | 📋 = Planned (Q3-Q4) | Multiplier: 4.5 Human FTE → 15.5 Effective FTE (3.4× 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 (1,240)
Baseline (Jan 2026)	173	0	173	180,000	1,040	-16.1%
Current (Mar 2026)	161	4	165	180,000	1,118	-9.8%
AI-First Q2 (BD focus + 10 Agents)	167	10	177	195,000	1,168	-5.8%
AI-First Q4 (full agent + Growth hires)	170	22	192	210,000	1,235	-0.4%

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	HRD (absorbed)	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.