GP/FTE CONTROL — W20 STATUS
⚠ Q2 AT RISK: GP2/FTE Q2 = 212 vs revised target 330 (64%). FTE falling: 172→164→161→158→144→141
🔴 FTE CRISIS: Current 141 FTE (May). Net loss YTD: -17. Break-even for Q2 = 126 FTE
📊 Q1 CLOSED: GP2/FTE = 193 vs 200 target (97%). GP2 = 31.087 tỷ. Avg FTE = 161
🎯 ANNUAL: GP2 YTD = 62.628 tỷ. GP2/FTE annual = 404 vs 1,150 target (35%). Must accelerate Q3-Q4
Current FTE (May 2026)
141
Target: 167 | YTD net: -17 | Trend: FALLING
GP2/FTE Q2
212
Target: 330 (64%) — AT RISK
GP2 Q2 Actual
31,541M
Avg FTE Q2: 149
Annual GP2/FTE
404
Target: 1,150 (35%). GP2 YTD: 62.628 tỷ
Monthly FTE Flow (Jan-May 2026)
| 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 | 158 | 2 | 16 | 144 | -14 |
| May | 144 | — | 3 | 141 | -3 |
| YTD Total | 172 | 12 | 43 | 141 | -31 |
Quarterly GP2/FTE Performance
| Quarter | Avg FTE | GP2 (tỷ) | GP2/FTE | Target | % vs Target |
|---|
| Q1 | 161 | 31.087 | 193 | 200 | 97% |
| Q2 | 149 | 31.541 | 212 | 330 | 64% |
| Annual | 155 | 62.628 | 404 | 1,150 | 35% |
Control Signal: Q2 GP2/FTE at 85% = AT RISK. FTE trend FALLING (172→141). Break-even FTE for Q2 target: 126. Priority: retain revenue-generating staff + accelerate GP2 growth.
W20 KEY HIGHLIGHTS
✓ FILLED: 29 positions onboarded. Active recruitment: 73 positions (72 Must have)
⚠ PENDING: 33 seats with NO TA action. 15 departments tracked
📊 PIPELINE: 1,540 CVs across 66 positions in Odoo (60-day window). 949 active in pipeline
🔴 GP/FTE: Q2 at 64% revised target. FTE=141 (falling). Break-even=126
Total HC Plan Seats
135
Excl 18 cancelled. 15 departments
Filled (Onboard)
29
29 onboarded, 0 waiting, 0 offering
Active Recruitment
73
72 Must have + 1 Should have
Pending — NO TA
33
No TA assigned. BOD decides
Must Have Priority
72
Critical roles requiring immediate action
Current FTE
141
May 2026. Target: 167. YTD net: -17
GP2/FTE (Q2)
212
Target: 330 (64%). AT RISK
Pipeline CVs (60d)
1,540
66 positions. 949 active in funnel
Hiring Progress: Plan vs Actual
Department Distribution (Active Seats)
Filled Positions (29 Onboarded)
| Seat | Position | Dept | Status | Month |
|---|
ODOO PIPELINE — 60-DAY WINDOW (cutoff 18 Mar 2026)
Grand Total: 1,540 CVs across 66 positions | Active in pipeline: 949
Positions with 0 CVs: Optimization Trainee SME (193), Software Engineer (196), BD Exec HN (206)
Not in Odoo: Seats 060, 080, 081 — no recruitment link
Pipeline by Position (Odoo 60-day)
| ID | Position | Total | HR Scr | PST | HM | IV1 | IV2+ | Offer | OB | Fail | Reject |
|---|
| 266 | Media Trainee (Launchpad) | 305 | — | — | — | — | — | — | — | — | — |
| 265 | Account Trainee (Launchpad) | 286 | 5 | 162 | 6 | 21 | 4 | 0 | 0 | 88 | 0 |
| 270 | Admin Executive | 194 | — | — | — | — | — | — | — | — | — |
| 199 | QC Engineer | 106 | 50 | 0 | 0 | 4 | 0 | 1 | 0 | 0 | 51 |
| 274 | Account Manager | 56 | 23 | 4 | 4 | 0 | 1 | 0 | 0 | 24 | 0 |
| 9 | Business Intelligence | 43 | 23 | 0 | 6 | 0 | 0 | 0 | 0 | 0 | 14 |
| 288 | Influencer Mgt Trainee | 41 | — | — | — | — | — | — | — | — | — |
| 217 | Influencer Affiliate Mgt Trainee | 33 | 30 | 0 | 0 | 1 | 0 | 0 | 0 | 2 | 0 |
| 29 | BD Executive | 20 | 5 | 0 | 2 | 4 | 0 | 0 | 0 | 6 | 3 |
| 220 | Livestream Operation Trainee | 17 | 16 | 0 | 1 | 0 | 0 | 0 | 0 | 0 | 0 |
| 219 | BD Manager | 14 | 4 | 0 | 1 | 3 | 0 | 0 | 0 | 5 | 1 |
| 11 | Influencer Mgt Executive | 10 | 7 | 0 | 0 | 0 | 0 | 1 | 0 | 2 | 0 |
| 12 | Marketing Manager | 9 | 7 | 0 | 1 | 0 | 0 | 0 | 0 | 1 | 0 |
| 250 | Growth Specialist | 7 | 4 | 0 | 0 | 1 | 0 | 0 | 0 | 2 | 0 |
| 243 | BA ERP/OpX | 4 | 2 | 0 | 1 | 0 | 0 | 0 | 0 | 0 | 1 |
| 193 | Optimization Trainee SME | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
| 196 | Software Engineer | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
| 206 | BD Executive (HN) | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
| 060 | Not in Odoo | — | No Odoo recruitment link |
| 080 | Not in Odoo | — | No Odoo recruitment link |
| 081 | Not in Odoo | — | No Odoo recruitment link |
| TOTAL (all 66 positions) | 1,540 | 416 | 330 | 65 | 98 | 14 | 21 | 5 | 359 | 232 |
ALERTS & DATA QUALITY ISSUES
Title Mismatches: 63 seats have title discrepancies between HC Plan and Odoo
Odoo Link Coverage: Only 37/135 seats (27%) have Odoo recruitment links
Positions Not in Odoo: Seats 060, 080, 081 — cannot track pipeline
FTE Declining: 172→141 (Jan-May). Net loss -31 YTD. Critical retention risk
Title Mismatches
63
HC Plan vs Odoo title discrepancies
Odoo Link Coverage
37/135
27% of seats have Odoo links
Not in Odoo
3
Seats 060, 080, 081
Zero-CV Positions
3
IDs: 193, 196, 206 — no candidates in 60 days
| Month | FTE | Change | Signal |
|---|
| Jan | 172 | — | Baseline |
| Feb | 164 | -8 | Declining |
| Mar | 161 | -3 | Declining |
| Apr | 158→144 | -17 | CRITICAL |
| May | 141 | -3 | CRITICAL |
HR SCREENING QUEUE — 416 CVs at Stage 1
Total CVs at HR Screening stage: 416. These require immediate TA review and progression.
Bottleneck: High volume in QC Engineer (50), Influencer Affiliate (30), Account Manager (23), BI (23)
HR Screening Backlog by Position
| Position | Odoo ID | CVs at HR Screening | Priority |
|---|
| QC Engineer | 199 | 50 | HIGH |
| Influencer Affiliate Mgt Trainee | 217 | 30 | HIGH |
| Account Manager | 274 | 23 | HIGH |
| Business Intelligence | 9 | 23 | HIGH |
| Livestream Operation Trainee | 220 | 16 | MEDIUM |
| Marketing Manager | 12 | 7 | MEDIUM |
| Influencer Mgt Executive | 11 | 7 | MEDIUM |
| BD Executive | 29 | 5 | MEDIUM |
| Account Trainee (Launchpad) | 265 | 5 | NORMAL |
| BD Manager | 219 | 4 | MEDIUM |
| Growth Specialist | 250 | 4 | MEDIUM |
| BA ERP/OpX | 243 | 2 | NORMAL |
| TOTAL HR SCREENING | 416 | |
CV SOURCE OVERVIEW
Total pipeline: 1,540 CVs from multiple sources. Top volume positions dominated by Launchpad programs.
Key insight: Launchpad (Account + Media Trainee) accounts for 591/1540 = 38% of all CVs.
Top Positions by CV Volume
| Position | Odoo ID | Total CVs | % of Grand Total | Category |
|---|
| Media Trainee (Launchpad) | 266 | 305 | 19.8% | Launchpad |
| Account Trainee (Launchpad) | 265 | 286 | 18.6% | Launchpad |
| Admin Executive | 270 | 194 | 12.6% | Support |
| QC Engineer | 199 | 106 | 6.9% | Tech |
| Account Manager | 274 | 56 | 3.6% | Revenue |
| Business Intelligence | 9 | 43 | 2.8% | Tech |
| Influencer Mgt Trainee | 288 | 41 | 2.7% | MCNs |
| Influencer Affiliate Mgt Trainee | 217 | 33 | 2.1% | MCNs |
| Others (58 positions) | — | 476 | 30.9% | Mixed |
| GRAND TOTAL | 1,540 | 100% | |
WEEKLY TASKS — W20 (12-16 May 2026)
P0: Clear HR Screening backlog (416 CVs). Push HM screen for top positions.
P1: Source for zero-CV positions (193, 196, 206). Odoo link coverage improvement.
P2: Title mismatch cleanup (63 items). Weekly pipeline report.
| Task | Owner | Priority | Status | Notes |
|---|
| Clear HR Screening backlog — QC Engineer (50 CVs) | TA Team | P0 | In Progress | 50 CVs need review |
| Push HM screen — Account Manager (23 CVs at HR) | TA + HM | P0 | In Progress | 4 already at HM stage |
| Push HM screen — BI (23 CVs at HR, 6 at HM) | TA + HM | P0 | In Progress | 6 at HM — schedule IV1 |
| Source candidates — zero-CV positions (3) | Both TAs | P1 | Pending | IDs: 193, 196, 206 |
| Odoo link coverage — add missing links | TA Lead | P1 | Pending | 37/135 current (27%) |
| Advance Account Trainee pipeline (21 at IV1) | TA + HM | P1 | In Progress | 4 at IV2+, push to offer |
| Title mismatch cleanup sprint | TA Lead | P2 | Pending | 63 mismatches to resolve |
| Weekly pipeline report to CEO | TA Lead + HRD | P2 | Pending | Due Friday W20 |
| Review Launchpad program conversion (38% volume) | HRD | P2 | Pending | 591 CVs, check quality |
TRENDS — YTD 2026
FTE Trend: Consistently falling — 172→164→161→158→144→141. Net -31 YTD
GP2/FTE: Q1=193 (97% target), Q2=212 (64% revised target). Improving per-head but FTE loss concerning
HC Plan: 29 filled of 135 active seats (21.5% fill rate)
| Month | FTE (End) | GP2 (M) | GP2/FTE | Onboard | Resign | Net |
|---|
| Jan | 164 | — | — | 4 | 12 | -8 |
| Feb | 161 | — | — | 1 | 4 | -3 |
| Mar | 158 | — | — | 5 | 8 | -3 |
| Q1 Total | 158 | 31,087 | 193 | 10 | 24 | -14 |
| Apr | 144 | — | — | 2 | 16 | -14 |
| May (current) | 141 | — | — | — | 3 | -3 |
| Q2 (partial) | 141 | 31,541 | 212 | 2 | 19 | -17 |
HR OS — AI-FIRST OPERATING SYSTEM
STRATEGY: Human FTE + AI Agents = Effective Capacity. Agents recommend, humans decide (HITL)
DEPLOYED: 4 agents active (Dashboard, CV-JD, SLA Controller, Onboarding Checklist)
BUILDING: 6 agents in Q2 (PST, Odoo, Source Analytics, JD Writer, AI Triage, SLA Alert)
GOVERNANCE: Every agent has 1 human owner. Accuracy < 85% = retrain
| Function | Human Owner | Human FTE | AI Agents | Agent FTE Eq. | Total Effective | Automation % |
|---|
| Talent Acquisition | TA | 1.0 | CV-JD ✅ | PST 🔄 | Source Analytics 🔄 | Daily Report ✅ | 2.5 | 3.5 | 70% |
| People Partnership | HRBP | 1.0 | Employee Pulse 📋 | Exit Risk 📋 | 1-on-1 Prep 📋 | 1.0 | 2.0 | 40% |
| Admin CoE | HRBP + Intern | 0.5 | AI Triage 🔄 | SLA Controller 🔄 | Onboarding ✅ | Contract 📋 | 2.0 | 2.5 | 80% |
| L&D | HRD (absorbed) | 0.0 | Skill Gap 📋 | Training Path 📋 | LMS Content 📋 | 1.5 | 1.5 | 100% |
| Internal Comms | IC | 1.0 | Content Draft 📋 | JD Writer 🔄 | Career Page 📋 | 1.0 | 2.0 | 50% |
| HR Data & Reporting | HRD + Agents | 0.2 | HC Dashboard ✅ | People Analytics 🔄 | GP/FTE Monitor 🔄 | 2.0 | 2.2 | 90% |
| Governance | HRD | 0.7 | Policy Q&A 📋 | Compliance 📋 | 0.5 | 1.2 | 30% |
| TOTAL | 4.4 FTE | ✅ 4 | 🔄 6 | 📋 12 = 22 Agents | 10.5 | 14.9 FTE | 65% |
✅ = Deployed | 🔄 = Building (Q2) | 📋 = Planned (Q3-Q4) | 3.4× multiplier with full deployment
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
- Policy Q&A, GP/FTE Monitor
GP/FTE Strategic Impact — AI-First
RECRUIT: BD/Growth (Revenue-generating)
Focus recruitment on revenue roles. Every BD hire adds ~200M+ GP/year. Prioritize: BD Executive, Growth Specialist, Account Manager.
OPTIMIZE: Back Office via AI Agents
Replace/augment operational roles with Agents. Save FTE salary while maintaining output. GP/FTE numerator up, denominator controlled.