Allocent
Turn workforce potential into business performance.
Connect people, capability, capacity, wellbeing and execution on one intelligent platform. Teams, skills, availability, goals, projects, learning, knowledge and wellness in one connected view — so leaders decide better and employees grow.
Two months of Allocent, free.
Run it on your own org structure, your own skills data and your own projects — not a sandbox with sample rows in it. If it has not told you something you did not already know by the end, walk away.
Limited-time offer for new workspaces. Start by 31 October 2026.
Six links, and none of them break.
Allocent does not treat goals, capability, capacity, delivery, growth and wellbeing as separate tools bolted together. Each stage feeds the next.
Fourteen screens. Fourteen questions worth answering.
The product tour, in the order it is presented — each screen opens with the question it exists to answer.
Are outcomes on track?
Leadership dashboard
Clarity for leadership. One view, no chasing.
Objectives on track, projects needing attention, capacity-constrained teams and skills in demand — and where leadership attention is needed right now.
Who does the work?
Organization and teams
See the whole organization. Teams, roles, reporting.
Employees, teams, roles and reporting relationships in one accurate structure, rather than an org chart that went stale the week it was drawn.
Working on what matters?
OKRs and alignment
Strategy into team outcomes. Every level aligned.
A company objective cascades to a team key result, to a project contribution, to an individual key result — each with an owner and live progress.
Which work delivers it?
Projects
Priorities become projects. Owners and milestones, live.
Every project carries its owner, its linked objective, its milestone status and the team actually staffed on it — including when it goes at risk.
Can we deliver it?
Capacity and allocation
Right capacity, right priority. Conflicts solved early.
Assignment load measured against available capacity, per person and per week — so an overloaded delivery lead shows up before the milestone slips.
Who is capable?
Skills intelligence
Know what your people can do. Capable, not just free.
Skills with proficiency, years and certification, and whether that person is available now, partly allocated, or free from a given week.
What can we not staff?
Capability gaps
Gaps before they bite. Risk seen in advance.
Required versus available capability over the next two quarters, so you know which delivery commitments are already at risk.
Skill unavailable?
Skill Up
Gaps become development. Build what you need.
A development plan generated from a real capability gap — assessment, guided lab, mentoring, certification — tracked to workforce readiness.
What about my growth?
Employee growth
Growth made visible. One profile, real paths.
Goals, skills, development actions in progress, and the internal opportunities those skills actually open up.
Is the team thriving?
Wellness
Wellbeing that earns points. Healthy habits, rewarded.
Wellbeing challenges with real participation rates and a team leaderboard, feeding points into the overall employee score.
Where is the knowledge?
Library
Knowledge where work happens. Trusted, in context.
Policies, learning paths, templates and guides — searchable, and surfaced next to the work they apply to.
Are teams connected?
Engagement and recognition
Connection across teams. Recognition made visible.
Recognition, manager feedback and participation tracked as signals, not as an annual survey nobody acts on.
What did it achieve?
Performance and outcomes
Contribution in context. Outcomes, not activity.
Contribution to organizational outcomes evidenced from goals, work, skills and growth — not from hours logged.
Where is the risk?
Organizational insights
Workforce intelligence. Every signal, together.
Delivery risk, capability gaps, capacity headroom, growth momentum, workload pressure and objective confidence, side by side.
More than resource management.
A connected workforce ecosystem.
Allocent does not treat people only as available resources. It connects what employees can do, what they want to learn, how they are performing and feeling, and where their capabilities create the greatest business value.
- What people can do
- What they want to learn
- How they are performing
- How they are feeling
- Where capability creates value
- What delivery actually needs
Seven questions, answered on demand.
- Who has the right skills for the work?
- Who is available — and who is overloaded?
- Where are our critical capability gaps?
- Are teams and projects aligned with strategy?
- Are employees developing for future roles?
- Is workforce performance sustainable?
- Is execution producing the expected outcome?
Configured per industry, not one generic template.
Allocent does not force every customer onto the same setup. The platform underneath is the same; what it asks for, and what it will not let you skip, is not.
- Task categories are defined per industry rather than shared across all customers
- Induction is seeded per industry, with templates per role
- Manufacturing leads with safety — and those steps are non-skippable
One platform. Three perspectives.
Executives, managers and employees don't need the same screen — they need the same underlying truth, shaped for what they are accountable for.
Strategy and outcomes, without chasing anyone for a status.
- Strategy and outcomes — objectives on track, and where confidence is slipping
- Capability and risk — which delivery commitments are already unstaffable
- Workforce investment — where capacity, growth and hiring money should go
One platform. Five very different jobs.
Leadership
Workforce visibility and strategic alignment.
Managers
Capacity, goals, skills and allocation.
Project leaders
Better staffing, earlier view of delivery risk.
HR & talent
Skills inventories and internal mobility.
Employees
Goals, learning, wellbeing and career growth.
Unlock the potential of your workforce.
Book a walkthrough of Allocent with your own org structure and goals — not a generic demo.