Use Cases

Visibility for action on infrastructure gaps. We find them. We fill them.

Every use case maps to Worki's four-layer framework. Start small or start large – choose your own path. We help you phase in infrastructure to close gaps with scalable impact.

Unify™
See Everything
Pathways™
Grow Everyone
Amplifiers™
Activate Agents
Infrasharing™
Scale Together
Unify™
See Everything
Pathways™
Grow Everyone
Amplifiers™
Activate Agents
Infrasharing™
Scale Together
Use Case 1 · Unify™: Building the Data LayerIN PROGRESS

Large Midwestern Academic System. $20B. 2,600+ JDs.

Post-merger: no standardized JDs, no skills taxonomy, no common language across legacy institutions. Worki deployed an AI agent platform to standardize and audit job descriptions with Human Conductor™ oversight across the system – 2,600+ JDs with skills inference – and is working to upload into Oracle Fusion. System-of-record agnostic by design.

Before Unify™
⚠Task-based JDs, no skills mapping
⚠Fragmented training across 6+ depts
⚠No internal mobility visibility
⚠Manual credentialing consuming admin hours
⚠$45–55M reactive agency spend
⚠No common language post-merger
Projected: After Unify™
✓2,600+ JDs standardized via AI agent + Human Conductor™
✓Unified skills taxonomy feeding ERP integration
✓Career architecture maps from peer benchmarks
✓Executive dashboards: real-time workforce visibility
✓Foundation for Pathways™ + Amplifiers™
✓Infrasharing™ alliance data accelerating build
Projected Annual Impact · Based on Peer Health System Benchmarks
$3.5–4.5M estimated savings/yr
Derived from modeled SG&A reduction across nine HR and workforce administrative functions for a 5,000-employee system, validated against peer deployment data. Includes projected overhead compression in credentialing, workforce planning, recruiting coordination, and onboarding administration. [1]
Workforce Unifying Infrastructure (AI)™
AI Models
Claude | GPT | Gemini | Local Models
▼ORCHESTRATES
Multi-step workflows with human approval gates
Agent Orchestration Layer
Named Agents | Workflow Pipelines | Approval Gates | Human Conductor™
▼REASONS OVER
Intelligence layer provides context for every decision
Unified Intelligence Layer
Skills Graph | Task Inventory | Risk Signals | Career Pathways | Crosswalk
▼NORMALIZES FROM
Raw data into unified skills-task-credential schema
Integration Layer
HRIS | ERP | Credentialing | LMS | Custom APIs | Flat Files
▼CONNECTS TO
Pipeline integration without demanding migration
Fragmented Enterprise Systems of Record
HRIS | Credentialing | Scheduling | Learning | Payroll | ERP
Each layer depends on the one below it. The gold seams are the infrastructure.
Unify™
See Everything
Pathways™
Grow Everyone
Amplifiers™
Activate Agents
Infrasharing™
Scale Together
Use Case 2 · Pathways™ + Amplifiers™IN PROGRESS

Southeastern Health Network. Redeployment and career pathways.

$900M regional system with 45–55% first-year attrition and 97% engagement survey participation. 2,000+ JDs being standardized. Stanford WORKBank integration underway. The Workforce Pathways Roadmap surfaces where the gaps are. Agents amplify every role so fewer people are needed per function.

Workforce Pathways Roadmap
Stanford WORKBank · Career Counselor, VP Workforce Mgmt, CHRO
Supply
Demand
AI Zone
Redeploy
Registered Nurse
72%
95%
18%
34%
HIRE
Medical Assistant
88%
80%
46%
62%
REDEPLOY
LPN / LVN
64%
78%
22%
48%
PATHWAY
Credentialing Spec.
90%
45%
80%
72%
AMPLIFY
Staffing Coordinator
85%
40%
65%
58%
AMPLIFY
Career Counselor
30%
90%
55%
N/A
CONDUCT
Onboarding Coord.
80%
38%
65%
70%
AMPLIFY
Roles Without Agents
Career Counselor
1:90. Manual, reactive, no demand signals.
Credentialing
60–120 day manual PSV. Siloed.
Staffing Coord.
Manual shift matching. Can't see certs.
Recruiter / TA
External-first. 36% internal fill rate. [2]
Onboarding
Manual provisioning. No readiness profiles.
Workforce Planner
Quarterly reviews. No real-time signals.
Roles Amplified by Agent Chassis
Career Counselor
PathFinder™ + CoachConnect™
1:90 → 1:1,500 reach [3]
Credentialing
CredentialGuard™
3× more productive [4]
Staffing Coord.
ScheduleAgent™
2.5× more productive
Recruiter / TA
TalentMatch™
3× more productive
Onboarding
OnboardPilot™
3× more productive
Workforce Planner
WorkforceRadar™
Predictive, real-time
Projected Admin & HR Overhead Impact
2–3× amplified
Admin Workforce Productivity
Each person covers more work. Fewer people needed per function. [5]
$3.5–4.5M
Estimated Annual Savings
Based on peer benchmarks for a 5,000-employee system. [1]
20–35% of FTE cost
Agent Cost vs. Human Equivalent
Agents priced as a fraction of the employee they amplify. [6]
DYNAMIC AI AMPLIFIERSAround Human Conductor™ Functional HR & Workforce RolesHumanConductor™1:0🎯PathFinder™Career pathways🛡️CredentialGuard™Verification🚀OnboardPilot™Day-one ready🔗TalentMatch™Internal mobility💬CoachConnect™Proactive coaching📊SkillPulse™Skills inventory
The Human Conductor™ · Outcomes
5–10× Amplifier
Each conductor serves 500–1,000+ employees vs. 90 today
7× Coaching ROI
ICF/MetrixGlobal validated [7]
35% HR Productivity
AI-driven gains projected by 2027 [8]
Tax-Advantaged
§127/§132 upskilling = direct FICA savings
Expandable Chassis
Same architecture extends to all HR functions
Redeployment in Action · Role-Level Pathway Examples
Medical Assistant
Supply: 88% | AI Zone: 46%
REDEPLOY
Clinical Care Coordinator
Adjacent skills + 8-week upskill pathway
Skills bridge: vitals monitoring → care plan coordination → patient follow-up protocols
Staffing Coordinator
Supply: 85% | AI Zone: 65%
AMPLIFY + RESKILL
Workforce Intelligence Analyst
ScheduleAgent™ handles scheduling; human focuses on strategy
Skills bridge: shift patterns → demand forecasting → predictive workforce planning
LPN / LVN
Supply: 64% | Demand: 78%
PATHWAY
Registered Nurse (Bridge)
PathFinder™ maps 12-week accelerated pathway
Skills bridge: medication admin → assessment skills → RN clinical competencies
Unify™
See Everything
Pathways™
Grow Everyone
Amplifiers™
Activate Agents
Infrasharing™
Scale Together
Use Case 3 · The Vacancy CascadeIN PROGRESS

One RN vacancy. 0K waste. All four tiers fix it.

Unify™ sees the risk. Pathways™ builds the bridge. Amplifiers™ execute. Infrasharing™ provides peer intelligence. Average RN turnover cost: $56,300. [9]

Without Agents
Day 0
Unit Mgr
Submits req. No signal.
$0
$0
Day 14
HR
ATS entry. No internal scan.
$0
$0
Day 15
Recruiter
External post. 15 internals ignored.
+$8K
$8K
Day 30
Staffing
OT + Agency at ~$90/hr. [10]
+$80K
$88K
Day 45
L&D
Maria invisible. 12 wks from LPN.
+$56K
$144K
Day 68
Recruiter
Manual credentialing: +3 wks.
+$24K
$168K
Day 90
Onboard
Manual. 45 days to productive.
+$18K
$186K
Day 180
All
Maria leaves. Cascade repeats. [11]
+$126K
$312K
With All Four Tiers
Day -60
VP Planning
WorkforceRadar™
Quarterly → real-timeUnify™
Day -60
HR Partner
TalentMatch™
2wk → instantUnify™
Day -55
Educator
PathFinder™
Self-select → targetedPathways™
Day -50
Credentialing
CredentialGuard™
60-120d → 4hrsAmplifiers™
Day -45
Scheduler
ScheduleAgent™
Last-min → plannedAmplifiers™
Day 0
Unit Mgr
All Agents
83d → instantAll Tiers
Day 3
Onboarding
OnboardPilot™
45d → 12dAmplifiers™
Day 14
All Amplified
Full Chassis
Zero → continuousInfrasharing™
Without
$312K
With
$28K
Total Saved
$284K
91%
reduction
$312K$28K
Unify™
See Everything
Pathways™
Grow Everyone
Amplifiers™
Activate Agents
Infrasharing™
Scale Together
Use Case 4 · Infrasharing™: The Shared AI MSO · 3 Healthcare SystemsSCOPING

You invest more at each tier. You save exponentially more.

Agents are priced as a fraction of the fully-loaded employee they amplify, not as an additional software cost. [6] Net cost position improves at every tier. At coalition scale, Human Conductor™s and agents operate as a shared AI MSO for workforce and HR functions across the network. Currently scoping with a healthcare system investor consortium of three health systems and expanding. Per-action pricing means per-unit costs approach zero as the shared intelligence compounds.

Tier
You Invest
What It Replaces
Net Position
Pricing Model
Tier 1: Data Intelligence
$8–15 PEPM
Comparable to existing HCM spend (budget-neutral entry)
Budget-neutral
Per-employee/month
Tier 2: + Shared Agents
20–35% of FTE cost [6]
Admin hours across credentialing, recruiting, onboarding
3–4× ROI
Fraction of employee
Tier 3: Shared AI MSO
Blended PEPM + per-action
Human Conductor™s and agents shared across coalition: credentialing, coaching, onboarding as consolidated functions
5–8× ROI
PEPM + per-action
Coalition Scale (50+)
Per action
Every transaction replaces hours of manual work
10×+ ROI
Token / usage-based [12]
Per-Action Pricing at Coalition Scale
Credential verification
Worki
$5–15
Manual
$40–395 [13]
85–96% savings
Career pathway generation
Worki
$2–8
Manual
$50–100/hr counselor
90%+ savings
Internal mobility match
Worki
$3–10
Manual
$4,700 avg hire cost [14]
99% savings
Compliance check
Worki
$1–3
Manual
$25–75 manual audit
92–96% savings
Underlying AI inference: $0.03–$0.40/action. [15] Per-unit costs compress as coalition volume grows.
Experience Compounds
Early members shape the shared intelligence, train agents, set standards. Their data becomes the foundation.
Net Cost Improves
You invest more per tier but replace exponentially more. Net savings expand at every layer.
Steward Governance
Early participants become stewards of shared infrastructure. Like banks were to Visa. [16] They own the rails they built.
References
[1] Worki AI. Modeled SG&A reduction across nine HR/workforce admin functions for 5,000-EE system. Validated against peer deployment data. Internal working paper, 2026.
[2] SHRM. Benchmarking: Talent Access Report. SHRM, 2022. Median internal fill rate: 8–11% nonexecutive; avg cost-per-hire: $4,700.
[3] Worki AI. CareerNavigator amplification model: 1:90 to 1:1,500 via AI agent chassis. GC Memo v8, 2026.
[4] Productivity amplification modeled as output capacity increase. One specialist + CredentialGuard™ covers 3× the verification volume.
[5] Modeled across credentialing, workforce planning, recruiting, staffing, onboarding. Each role amplified 2–3×; fewer positions needed per function.
[6] Bessemer Venture Partners. "The AI Pricing and Monetization Playbook." BVP Atlas, Feb. 2026. Kyle Poyar. "A New Framework for AI Agent Pricing." Growth Unhinged, 2025. Price at 20–35% of fully-loaded human equivalent.
[7] International Coach Federation. ICF Global Coaching Client Study. ICF, 2009. Median ROI: 7× investment.
[8] IBM Institute for Business Value. "AI-Powered Productivity: Human Resources." IBM, Aug. 2025. Projected 35% HR productivity gains.
[9] NSI Nursing Solutions. 2024 National Health Care Retention & RN Staffing Report. Avg RN turnover cost: $56,300.
[10] SIA. NATHO Travel Nurse Benchmarking Survey 2025. Avg bill rate: $89.78.
[11] NSI, 2024. First-year separations: 40.4% of all turnovers.
[12] Salesforce Agentforce Flex Credits: $0.10/action. Intercom Fin: $0.99/resolution. Zendesk: $1.00–$2.00/resolution.
[13] Credentialing costs: NPDB $2.50/query; state license $40–$100; board cert up to $395. DirectShifts, Credex Healthcare, 2024.
[14] Gloat. "Internal Mobility vs External Hiring." 2022. External hires cost 1.7× more.
[15] LLM API: Claude Sonnet 4.6 $3/$15 per 1M tokens. Multi-step agent action: $0.03–$0.40 with optimization.
[16] Dredge, Carter. "The Health Care Utility Model." NEJM Catalyst, July 2021. Steward-governed shared utility framework.

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