Underwrite this in hours and write-offs, using your own numbers. Set the targets as stated assumptions before you sign, not observed averages: 8-12 hours weekly per operator freed from compliance inquiry resolution and redeployed into strategic resource planning and retention work. A 15-20% utilization improvement is a reasonable planning assumption once engagement teams can allocate consultants without waiting on compliance clearance. Project write-offs from scope creep and compliance-related billing disputes are targeted to fall 25-35% because the system flags margin-erosion risks early and builds SOW compliance into resource assignments from day one. A 40% faster proposal turnaround is the target for managing directors, because resource eligibility and compliance certifications are pre-validated, removing the review bottleneck that delays final SOW sign-off.
ROI compounds over 12 months as the model matures. By month three, the rollout is scoped to show measurable improvements in utilization and proposal turnaround. By month six, the system has learned your firm's exceptions and edge cases; the working target is a 30-40% drop in false positives and escalations, so HR operators trust recommendations and process them faster. By month twelve, the compliance knowledge that previously lived in a few managing directors' heads is systematized and transferable - reducing turnover risk and enabling junior staff to make compliant decisions without constant senior review. The 12-month targets we scope against: improved revenue per billable employee, a meaningful reduction in project write-offs, and a compliance posture that can be audited and demonstrated to clients and regulators with complete documentation trails.