HRIS
Employment, administration and organisational records
For organisations · In development
Understand capability beyond the organisational record.
Sandery is exploring how richer, individual-centred professional records could support better talent, development and workforce decisions.
Sandery Intelligence is a product direction, not a live enterprise platform. Sandery is open to defined design-partner conversations.
The institutional problem
Most systems know the employment record better than the professional.
Organisations hold substantial information about roles, reporting lines, applications, performance processes and declared skills. That is not necessarily the same as a longitudinal account of what someone has done, under what conditions and what the experience may demonstrate.
Sandery begins with that missing information object: the Career Bank built around the individual.
A complementary layer
Different systems answer different questions.
ATS
Vacancies, applications and candidate workflow
Skills taxonomy
A common language for describing capabilities
Sandery direction
Context and supporting evidence around what people have actually done
Sandery is not presented as a replacement for HRIS, ATS or skills systems. The intended distinction is the professional information beneath them.
Potential applications
What richer professional information could make possible.
Capability understanding
See more of the experience and context behind titles, profiles and self-declared skills.
Internal mobility
Identify relevant adjacent experience that conventional organisational records may not expose.
Development and succession
Ground professional-development conversations in a richer account of demonstrated work.
Workforce decisions
Support team composition and workforce planning with better professional information.
Individual first, institutionally useful
The person-centred architecture is a feature—not a barrier.
A professional record can remain centred on the person while becoming useful within an organisation under clear terms, controls and purposes. The individual continues across employers; the institutional context is one place in which capability is developed and used.
The Career Bank is not an open recruiter database. Organisational and opportunity applications must be governed by the applicable service terms and data controls.
Privacy and data stewardship →Current status
Institutional direction, not deployed enterprise functionality.
Sandery does not currently claim to map a workforce, support succession, integrate with HR systems or provide population-scale talent intelligence. The immediate live work is guided Career Bank engagement with individuals.
Design-partner conversations