StaffMap
Workforce capacity and strategic resource-planning platform
StaffMap was created for an analytics department in which dozens of specialists work across several projects at once. Managers lacked a reliable view of current workload, future availability and the skills required for upcoming work. Since launch, the product has expanded from a single-team tool into a department-wide platform. It now combines an organisation hierarchy, cross-team resource matching and plan-versus-actual reporting used directly by department leaders.
Result: developed a single-team workload tracker into a department-wide resource-planning platform with cross-team matching, organisation-level visibility and strategic reporting.
Problem
- —No visibility into who is overloaded (>90%), who is near the limit, who is free
- —Leads couldn't quickly plan teams or forecast resource availability
- —No structured skills catalogue — competency coverage was invisible
- —Employees couldn't see their own workload or request project participation
- —Leadership had no cross-team view — resourcing decisions stayed trapped inside individual teams, invisible one level up
- —No way to match one team's spare capacity against another team's unmet need — surplus and shortage coexisted with no visibility between them
Solution
- —Live workload dashboard with KPI cards and an activity feed
- —Visual timeline with three modes: project bars, heat map, compact view
- —Skills matrix: employee × hard/soft skill grid with coverage visibility
- —Self-service employee profile: projects, workload, leave, skills
- —Predictive analytics: who frees up in 30 days, which skills are missing for upcoming projects
- —Organisation hierarchy view: leadership → business directions → teams → employees
- —Cross-team resource marketplace: post "need extra capacity" or "can free up capacity", matched by headcount or workload %
Key features
Workload dashboard
Four KPI cards cover headcount, active projects, ideas and average utilisation. The same view combines portfolio capacity, team workload and a seven-day activity feed.
Forward-planning timeline
Three display modes show project allocations, weekly utilisation and a compact overview, with a 30-day forecast of staff availability and potential skills gaps.
Skills Matrix
Employee × hard/soft skill grid showing competency coverage across the team. Hybrid management model: employees submit skill requests for moderation, leads add directly. Duplicates prevented via upsert.
Organisation hierarchy
A multi-level view connects department leadership, business areas, teams and individual employees. Unassigned staff are tracked separately, and business-area filters work across the platform.
Cross-team resource marketplace
Teams can publish capacity needs or availability and match them by headcount or workload percentage, making spare capacity visible beyond individual team boundaries.
Strategic reporting
A plan-versus-actual view with project-level detail and XLSX export supports reporting for department leaders.
Role-Based Access (4 roles)
Employee → Lead → DAT Head → Admin. RLS policies at database level — Lead sees only their team, employee sees only themselves. Privilege escalation protection: last admin cannot be downgraded.
Soft Archive & Data Safety
Skills and teams are never physically deleted — active = false preserves historical data and prevents broken links. Auto-close allocations on employee deactivation with lead notification.
Mock → Real Account Migration
Pilot launch mode: DAT Head and Admin can link mock accounts to real users — all allocations, skills, and history are preserved during migration.
My role
Designed and independently developed StaffMap from discovery through to production deployment. Conducted interviews with team leads and analysts, synthesised the operational problems and defined the requirements, access model, data architecture and business rules. Built the full stack using React 19, TanStack, Supabase and Lovable. Continued developing the platform as adoption expanded beyond the original team, adding the organisation hierarchy, cross-team resource marketplace and strategic reporting in response to requests from department leaders. Key contributions: — Discovery interviews, problem synthesis and requirements definition — Four-role access model, RLS policy matrix and business rules — Architecture for soft archiving, migration from mock to live accounts, privilege-escalation protection and automatic allocation closure — Full-stack development with React 19, TanStack Router and Query, shadcn/ui, Supabase, RLS and server functions — Production deployment and iteration based on user feedback
Tech stack
Frontend
Backend
Auth & Security
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