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Workforce expansion becomes risky when it’s treated like “just hiring contractors.” In reality, you’re running a moving system: onboarding, documentation, attendance, replacements, billing hygiene, and ongoing governance. Xrillion runs Workforce Solutions like a managed program — so your leaders get speed and predictability.
Contract Staffing
Ramp teams quickly without breaking process discipline.
C2H Programs
Prove performance, then convert the right people.
Governed Delivery
SLA/KPI visibility that leaders can trust.
What “control” means in practice:
Trust signals you should expect
Transparent pipeline
no black box
Defined SLAs
role-wise
Governance cadence
weekly
Billing hygiene
audit-ready
The difference between a messy workforce program and a stable one is not “more CVs.” It’s the operating model: intake clarity, SLAs, governance, timesheet discipline, and continuity planning.
Ideal for immediate capacity needs—delivery programs, engineering spikes, support operations, and transformation workstreams.
Best when you want to reduce mis-hire risk—observe delivery, culture fit, and performance before conversion.
Long-running squads/pods with structured governance—capacity planning, continuity, and performance visibility.
Here’s the flow we use to keep leaders in control—so workforce scale doesn’t become an escalation factory.
Program intake & role calibration
We align on success traits, must-have skills, interview loop, compensation guardrails, timelines, and location constraints. This becomes a written intake that reduces churn and rework later.
Shortlists with signal, not noise
Every candidate is screened for skill depth, relevance, motivation, notice period, and comp fit. You get smaller shortlists with notes that help panels decide faster.
Onboarding, documentation, and day-1 readiness
We run onboarding checklists, documentation completeness, and readiness steps so your managers don’t become admins. Clean process here prevents issues later (billing disputes, audit gaps, access delays).
Weekly governance + KPI visibility
This is where trust is built. We review: open roles, pipeline stage aging, onboarding status, replacement risks, timesheet discipline, billing status, and SLA/KPI performance.
Program governance
We don’t “send updates.” We run a governance loop where issues are surfaced early—before they become escalations.
What you can choose
Light governance
Best for small programs: basic SLAs + periodic reviews + clean timesheets.
Standard governance
Weekly review, stage-aging visibility, replacements, onboarding readiness and KPI reporting.
Fully managed
Managed workforce operations: documentation, onboarding workflow, billing artifacts, KPI dashboards, and escalation control.
We track what matters in workforce: continuity, compliance hygiene, and delivery stability—so the program stays predictable.
Workforce programs touch risk: compliance gaps, invoice disputes, untracked attendance, access delays, and late replacements. We reduce risk through structured checklists and governance—so you can scale without “fear-based management.”
Documentation & onboarding
Checklist-driven onboarding: identity, offer/contract docs, policy acknowledgements, background steps (as required).
Timesheets & billing hygiene
Defined cut-offs, approvals, exception handling, and clean artifacts—so billing stays predictable and defensible.
Replacement safety net
Role backups and replacement SLAs—especially for business-critical roles where downtime hurts.
Governance discipline
Weekly or bi-weekly governance for early risk detection—before issues become leadership escalations.
What clients usually want to see (we provide this):
Quick clarity
Next step
No hard sell. Just clarity on roles, ramp timelines, compliance needs and governance expectations.
Response within 24–48 business hours · US & India time zones.
