The people directory as a system.
Search by name or skill. Team filters. Sort options. Profiles with bio, photo, time zone, contact, and start date.
Resource allocation by data, not by asking in Slack.
Most partner services firms run resource allocation by asking a senior operator who has the picture in their head. It works at five people. It breaks at fifteen. PartnerView makes the firm's structure a queryable system: who is on which team, who has which skills at what proficiency, who is overbooked, who is free. Find the right consultant for a job by skill and proficiency in two clicks, not by walking around the room.
New hires cannot find who to ask. The senior operator cannot take a vacation without the whole resource picture breaking with them.
Filled in when someone was hired three years ago, never updated. The list of monday.com experts does not include the two people who learned it last quarter.
Allocation goes to the people the senior operator remembers. The juniors are invisible in the allocation conversation, even when they have the right skills.
| Asking around in Slack | PartnerView | |
|---|---|---|
| Skills lookup | Who has the right skill and bandwidth lives in someone's head. | Cross-attribute search across the directory, drawing on the skills and certifications record. |
| Skills inventory | A stale HR sheet updated once a year. | A skills matrix with proficiency levels, kept current. |
| Org structure | Tribal knowledge that leaves when people leave. | Teams, titles, and reporting held by the system. |
| Allocation | Senior people overbooked, juniors idle, nobody sees it. | The people directory makes allocation a data question. |
Search by name or skill. Team filters. Sort options. Profiles with bio, photo, time zone, contact, and start date.
Multiple leads per team, or none. Users in multiple teams. Career levels separate from access roles.
Hours per person per week, capacity at a glance, allocation that holds across teams. Underused capacity surfaces. Overbooked seniors surface. Allocation is a query, not a senior operator's memory.
Pivot the same capacity picture by person, project, deal, practice, or role. PTO-aware utilization keeps the denominator honest. Drag-and-drop reassign across the heatmap.
Find an Advanced monday.com consultant with healthcare experience available next month. The query is one screen, not three.
Before assigning a person to a project task, the matrix surfaces the impact on the project's planned margin and the person's remaining capacity in that week. Margin before and after, utilization before and after with PTO already subtracted. Warnings when margin drops below floor or the person goes over capacity. Cost and margin gated by role. The decision happens with the consequence visible.
The same matrix handles project-level staffing, single-task assignment, and a batch operation across multiple weeks or people. Not three separate flows. Tasks down the side, weeks across the top, color-coded by booking status: solid confirmed, striped tentative, dotted placeholder. Everything books at the task level, so the numbers reconcile.
The firm's people directory as a queryable system of record.
Structure that flexes for the way partner services firms actually organize.
Capacity viewed along the axis you actually need: person, project, deal, practice, or role. Re-staff by drag.
PTO accrual, request, and approval, held as a system rather than an email thread.
Per-project, per-person staffing records with cost preview and an audit trail.
Margin and capacity consequences visible before the assignment is confirmed. One matrix, three modes.
Skills as a queryable matrix and vendor certifications with renewal history are covered in detail on the Skills and Certifications page.
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