Team building is the fifth Grow surface. Where gap analysis, career paths, succession, and mobility look at individuals, team building looks at composition — which combination of your employees best covers a project's required competencies. You author a project (a name, dates, a headcount target, and the competencies it needs) and Jadiroon proposes three differently-weighted line-ups drawn from your people, each scored on how well it covers those competencies.
Where to find it
/{slug}/app/grow/teams. HR Administrator only.
The projects list
Projects are listed with status filter tabs — All, Draft, Staffed, Archived — each showing a live count. You can search by name and sort by newest, name, largest team, or soonest start. Click any row to open the project: a draft opens its recommendations, a staffed project opens its team.
Creating a project
Click Create project and fill in:
- Name — Arabic and English (both required).
- Description — Arabic and English (optional).
- Start and end date — the end must be after the start.
- Headcount target — between 2 and 20 (defaults to 5).
- Required competencies — pick from your workspace's selected technical and general competencies. For each, set the required level (technical competencies out of 5, general out of 3) and an optional weight (1–5; higher-weight competencies count more in scoring). Three to ten competencies works best.
- Required team members (optional) — pin specific people who must appear in every suggestion; the recommender fills the remaining seats around them. If a pinned person is missing a required competency you'll see a soft warning, but they stay pinned.
The form validates everything at once and lists any problems at the top before it lets you continue. Saving creates the project and immediately computes the recommendations (a full-screen "Creating your team…" loader stays up while this runs), then takes you to the recommendations screen.
The three recommended teams
Three line-ups are proposed, each optimised and scored on a different blend of two factors:
- Broadest coverage — 70% competency coverage + 30% competency level.
- Balanced — 50% / 50%.
- Highest competency — 30% coverage + 70% competency level.
Each card shows a headline percentage ring, the exact blend it used (e.g. Score = 70% competency coverage + 30% competency level), and a breakdown bar for the two components — Competency coverage and Competency levels. Cards are sorted highest score first. Pinned people appear with a Core member badge.
Both components are computed per member, then averaged across the whole team — so an empty or under-skilled seat counts as zero and pulls the score down rather than being invisible. Competency coverage measures whether each member holds the required competencies at all; competency levels measures how close each member is to the required level (credit is capped at the requirement, so being over-qualified doesn't inflate the score).
Swapping a member
You do not have to accept a line-up as-is. On any recommendation card, hover a member row and click the swap icon (or click the row) to open an inline search. It lists alternative people ranked by the score change they would produce for that card — shown as +1.2% / −0.8%, measured against that card's own blend — and never offers someone already on the team. Pick one and the member is replaced and the card's ring and bars recompute on the spot. If there's nothing better, the search shows "No better alternatives".
Saving a team
Once you are satisfied with a card, click Save this team. The project moves from Draft to Staffed and the members are recorded; each saved member receives a PROJECT_ASSIGNED notification in their bell.
The staffed view
A staffed project opens on its team. The page shows a Project details card — description, start and end dates, headcount target, and the required competencies as chips with the level each needs — and a Team card listing each member with their name and current position. From here you can:
- Edit project — change any field; re-saving recomputes the recommendations.
- Clear — empty the team and return the project to Draft.
- Archive — close the project when it is complete.
Employee view
Employees see the projects they are staffed on at /{slug}/me/projects, split into current and past (by end date). For each project they see the name, description, dates, and the team roster (names and current positions). The employee view is read-only — employees do not see coverage scores or recommendation details.
How teams are scored
For each candidate line-up the recommender computes two factors and blends them by the strategy's weights:
- Competency coverage — across the team, what share of the project's required competencies are held, averaged per member. A member who holds none of the required competencies contributes zero.
- Competency levels — how close each member sits to the required level on the competencies they do hold, averaged per member, with credit capped at the required level.
The three strategies differ only in how they weight these two factors (70/30, 50/50, 30/70), which is why they surface meaningfully different line-ups rather than three variations of the same team. Pinned members are fixed in every line-up; the recommender optimises the remaining seats around them.
Next
Project-based team composition is one lens. For long-horizon thinking, succession planning — seeing who sits below a person and could step up if their seat opens — is covered next.