TechWolf connector

Use your TechWolf skills data for reporting, automation and AI.

Data Panda pulls your TechWolf skills profiles, job profiles, vacancy matches, course recommendations and adoption metrics into the same warehouse as your HRIS, ATS and learning platform. From one place we turn it into dashboards, automations, AI workflows and custom apps that HR business partners, L&D leaders and workforce planners use during the month, not only when a board pack on skills is due.

About TechWolf

The skills-intelligence engine that infers a skill profile from the work that already exists, not from a self-assessment form.

TechWolf was founded in 2018 in Ghent by three Ghent University engineering students: Andreas De Neve (CEO), Jeroen Van Hautte (CTO) and Mikaël Wornoo (COO). The company has stayed headquartered in Ghent and built its customer base across HSBC, Workday, GSK, Booking.com, Ericsson, UCB, Atlas Copco Group, T-Mobile, KLM, PayPal, Red Hat and the Belgian Federal Public Service for Health, with case studies anchored on enterprises that already run a Workday or SAP SuccessFactors HRIS.

The platform reads the work signals that already exist in a company (job descriptions, project descriptions, learning records, performance reviews, internal-mobility moves, vacancy text) and infers a skills profile per employee, a skills profile per job and a skills profile per course or vacancy. Two product lines sit on that base: Skills Intelligence answers the inventory and gap question (what skills do we have, what skills do we need, where is the gap) and Work Intelligence breaks roles down into tasks to model where AI augments or automates the work itself. Native integrations land directly in Workday Skills Cloud, SAP SuccessFactors and Visier, with a public REST API at developers.techwolf.ai exposing employees, jobs, vacancies, courses, skills, taxonomy, organisational units and matching endpoints under OAuth, API token or JWT authentication. Pulled into a warehouse next to the HRIS, the ATS and the learning platform, the TechWolf record finally answers the questions that a TechWolf view alone does not: which skills gaps in one division are also the bottleneck in the hiring plan, which internal candidates already match an open vacancy on inferred skills, and which courses earned a skill that the workforce plan needs.

What your TechWolf data is for

What you get once TechWolf is connected.

Skills and workforce reporting

Inferred skills, jobs, gaps and learning matches on one page across every division and country.

Skills inventory per division, job family and country, against the workforce plan
Skills-gap heatmap per division, with the roles where the gap is widest named
Internal mobility candidate pool per open vacancy, with the match score on the page

Process automation

Turn TechWolf skills, vacancy matches and course recommendations into the downstream work the rest of the stack expects, without a per-tool handoff.

Push internal-candidate matches into the ATS the day a vacancy opens
Send course recommendations to the LMS per employee and skill gap, on a cadence
Trigger an HR-business-partner ping when a critical-skill gap widens past threshold

AI workflows

Put inferred skills, job profiles and vacancy text behind AI that reads the full workforce capability picture.

Skills-gap forecasting per division on hiring plan, attrition and inferred-skills trend together
Internal-mobility match scoring across employees, vacancies and learning paths
Natural-language Q&A on the skills graph, jobs and adoption metrics

Custom apps on your data

Lightweight tools on TechWolf data for HR business partners and BU heads who should not need a TechWolf seat to read their own division.

Division skills cockpit with inferred skills, top gaps and open vacancies in one view
Internal-mobility workbench with the candidate shortlist per open role and match score
Learning-ROI tracker with the skills earned per cohort, per course and per business unit

Use cases

Use cases we deliver with TechWolf data.

A list of concrete reports, automations and AI features we have built on TechWolf data. Pick the one that matches your situation.

Skills-gap heatmap per divisionInferred skills inventory against role requirements, per division, job family and country.

Internal-mobility candidate poolMatch score per internal employee against every open vacancy, on inferred skills.

Critical-skill coverageHeadcount carrying each critical skill, against the plan, per BU and country.

Learning ROI per skill earnedCourses completed mapped to skills inferred afterwards, per cohort and BU.

M&A skills overlapSkill profile of the target company against the acquirer, on shared taxonomy.

Vacancy-to-internal match rateShare of open vacancies with at least one strong internal match, per BU.

Time-to-fill versus skill scarcityATS time-to-fill plotted against inferred-skill scarcity per role family.

Career-path coverageNumber of viable next-role paths per employee, on inferred skills and adjacency.

Skills-plan executionWorkforce-plan skill targets against the inferred skill inventory each month.

Adoption per HR business partnerTechWolf adoption metrics per HRBP, division and country, with the gaps named.

Course recommendation throughputRecommended courses sent, started and completed, per employee and skill gap.

Attrition by critical-skill bearerVoluntary leavers carrying a critical skill, per BU, manager and tenure.

Real business questions

Answers you will finally get.

Which skill gaps in our division are also the bottleneck in the hiring plan?

Inferred skills inventory per division joined to the open-vacancy list and the workforce plan. The HR business partner sees the three skills where the gap is widest, the open requisitions chasing those same skills, and the divisions where the gap is narrowing because internal mobility is closing it, instead of running a survey to ask managers what they think they are missing.

Which internal candidates already match this open vacancy on the skills they use at work?

Match score per internal employee against every open vacancy, computed on TechWolf-inferred skills from project descriptions, performance reviews and learning records, joined to current role, location and tenure. The talent acquisition lead opens an internal shortlist on day one of a vacancy instead of pulling a manual spreadsheet two weeks later, and the manager sees why a given match is strong (which skills, which evidence) on the same page.

Did the courses we paid for grow the skills our workforce plan needs?

Course completions per cohort joined to inferred skill profile before and after the course, against the skills the workforce plan named as priorities. The L&D leader sees which courses moved an inferred skill in measurable cohorts, which courses moved nothing, and which workforce-plan skills have learning programmes against them at all, instead of reading a course-completion rate alone.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

Workforce-plan execution against actual hiring spend, with the skills the plan called out matched to the roles the ATS is filling. Group finance sees which skill priorities are funded versus drifting, and where the learning budget is buying skills the plan does not need.

For sales leaders

Sales-organisation skills coverage per region from TechWolf joined to quota and territory data. Sales leadership sees the territories where the inferred-skill mix lags the products on the price list, before a soft quarter forces a coaching push.

For operations

Critical-skill coverage across plants, sites and shifts in one capacity picture. The COO sees which sites carry the single-point-of-failure skills, where attrition is thinning that coverage, and which internal candidates can move in before the gap shows up in delivery.

Ideas

What you can automate with TechWolf.

Pair with HiBob

Land TechWolf skills profiles on the HiBob employee record

Many EU scale-ups run HiBob for the people record and want a defensible skills view next to it. We pipe the TechWolf-inferred skills profile, top skill clusters and skill-gap signals onto the Bob worker, manager, site and tenure record in the warehouse. People analytics finally answers questions Bob alone cannot: which divisions carry the critical-skill bearers Bob lists by name, which Bob teams have the widest skill gap against their open roles, and where the skill mix in one country has drifted away from the role family the rest of the group runs.

Pair with Salesforce

Match Salesforce territory coverage to TechWolf sales-skill profiles

Quota, territory and product mix from Salesforce join the TechWolf-inferred skills profile of every account executive in the warehouse. Sales leadership sees the territories where the seller skill mix lags the products on the price list, the new-product launches landing in regions where nobody on the floor carries the skill yet, and the AE-to-vacancy match for the open seats. The forecast call stops being the first place a coverage gap surfaces.

Pair with HubSpot

Pair HubSpot pipeline with TechWolf marketing-skill coverage

HubSpot pipeline stages, deal sources and product lines join the TechWolf skill profile of the marketing and revops team in the warehouse. Marketing leaders see which campaigns are landing where the team carries the skill (paid social, lifecycle, ABM) and which are landing where the inferred-skill mix is thin, and which open marketing roles have at least one strong internal match they have not surfaced yet.

Pair with monday.com

Trigger monday.com tasks from TechWolf skill-gap signals

When TechWolf flags a critical-skill gap above threshold in a division, the warehouse posts a monday.com task on the right HR-business-partner board with the division, the skill, the affected role family and the count of internal candidates already close on inferred skills. HR partners stop discovering a gap on the quarterly review slide and start working it the week TechWolf surfaces it.

Pair with Slack

Send TechWolf internal-mobility matches into Slack on day one of a vacancy

The day a vacancy opens in the ATS, the warehouse posts the top three TechWolf internal matches in the hiring manager's Slack channel, with match score, current role and the skills behind the match. A second post lands in the HRBP channel with the gap signal for the same skill at division level. Internal mobility stops being a quarterly initiative and starts running on the same cadence as external hiring.

Pair with Exact Online

Reconcile Exact Online learning spend with TechWolf skills earned

Course invoices booked in Exact Online join the TechWolf course-completion record and the inferred skill profile shift per cohort in the warehouse. Group finance sees the learning spend per skill the workforce plan called out, the courses where the spend bought no measurable skill movement, and the BU heads whose budget is funding skills the plan never named. The L&D budget becomes a number per skill, not a flat line on the GL.

Your existing tools

Your data lands in a warehouse. Your BI tools read from it.

You keep the reporting tool you already have. We connect it to the warehouse where your TechWolf data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From TechWolf to answers in three steps.

Connect securely

OAuth authentication. Read-only by default. We sign a DPA and your admin keeps the keys.

Land in your warehouse

Data flows into your warehouse on your schedule. Near real time or nightly, your call. You own the data.

Reporting, automation, AI

We build the first dashboard, workflow or AI feature with you, then hand over the keys. Or we stay on for ongoing delivery.

Two ways to work with us

Pick the track that fits how you work.

Track 01

Self-serve

We set up the foundation. Your team builds on top.

TechWolf connector configured and running
Warehouse set up in your cloud account
Clean access for your Power BI, Fabric or Tableau team
Documentation on what's in the data model
Sync monitoring so you're warned before reports break

Best fit Teams that already have a BI analyst or data engineer and want to own the build.

Track 02

Done for you

We build the whole thing, end to end.

Everything in Self-serve
Dashboards built to the questions your team actually asks
Automations between your systems
AI workflows scoped to real tasks your team runs
Custom apps where a dashboard does not cut it
Ongoing delivery at a pace that fits your team

Best fit Teams without in-house BI or dev capacity. You tell us what you need and we deliver it.

Before you book

Frequently asked questions.

Who owns the data?

You do. It lands in your warehouse, on your cloud account. We don't resell or aggregate it. If you stop working with us, the warehouse stays yours and keeps running.

How fresh is the data?

Near real time for most operational systems. For heavier sources we schedule hourly or nightly. You pick based on what the reports need.

Do I need a warehouse already?

No. If you don't have one, we help you pick one and set it up as part of the first delivery. Common starting points are Snowflake, Microsoft Fabric, or a small Postgres start.

Which TechWolf entities land in the warehouse?

The connector pulls Employees with their inferred skill profile and skill events, Jobs and job families with their skill profile and career-pathing endpoints, Vacancies with employee match scores and gap analyses, Courses with course skill profile and recommendations, Skills with the taxonomy (domains, subdomains, clusters, multi-language definitions), Organisational Units with the hierarchy, plus adoption metrics and talent-mobility reports. Authentication runs through OAuth, an API token or JWT against the TechWolf REST API at developers.techwolf.ai.

How does TechWolf infer the skills in the first place, and what does that mean for the warehouse?

TechWolf reads the work signals already in your stack (job descriptions, project descriptions, learning records, performance reviews, internal-mobility moves, vacancy text) and infers a skill profile per employee, per job and per course. In the warehouse you get the inferred profile and the underlying skill events (the evidence), so an analyst can answer not just 'who has skill X' but 'how was that inference built, and how strong is it'. The taxonomy is multi-language, which matters when the same role is run in EN, NL and FR across the group.

We already run Workday or SAP SuccessFactors. Does landing TechWolf in a warehouse still pay off?

TechWolf integrates natively into Workday Skills Cloud and SAP SuccessFactors, which is the right place for the day-to-day talent processes. The warehouse is where the cross-system questions get answered: TechWolf skills next to ATS time-to-fill, learning spend in Exact Online or NetSuite, sales coverage in Salesforce and engagement signals in HiBob or Workday. The TechWolf view in the HRIS stays as it is; the warehouse adds the questions the HRIS view alone cannot answer.

GDPR-compliant

Data stays in the EU

You own the warehouse

A first deliverable live in four to six weeks.

We review your TechWolf setup and the systems around it. Together we pick the first thing worth building.

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