I’ve been looking into Bob MCP and would love the opportunity to speak to someone who has enabled this feature. I don’t necessarily need to see it in action but would love a chat to understand how you’re using it, what your roll out plan is, any limitations you’ve experienced (sorry Bob 😅) and where you’re at in your AI journey.
Happy to share our story too.
Thanks!
Sounds exciting
Sure
In addition to basic data/dashboards/general info requests, there have been a few use cases for me specifically that have been helpful. To me, a lot of the value here comes from being able to have Bob data “talk” with other systems/information -- Jira for our people ops ticketing/service response + onboarding/offboarding tickets, Confluence for our policy/process repository, etc.
Our team is building all kinds of use cases and skills at pace. The next phases of this focus shifts to plug-ins (shared collection of skills in Claude) that are specific to HR/People team members, and then another just for People Leaders. The idea here is that if there are specific ways they should be accessing data, the way data is output, consistency with how they ask for an “employee summary”/”comp summary”, or other helpful skills, that we can bundle these for them and save time with using solid skills that are already tried and true. Some of those ideas are included in the list below (all with different intentions for our team vs. people leaders):
| Skill Name | Target Audience | What It Does |
| Employee 360 Lookup Pack | People Business Partners | One command returns everything about one Matillioner: role, manager, org position, time off balance, open tasks, goals, review history. |
| Time Off Query Resolver | All Company | Answers the standard time off questions: current balance, forecast at a future date, what the policy says, and whether a proposed request would be allowed. |
| Business Unit People Health Pack | People Business Partners | A single pack per patch: headcount, joiners, leavers, attrition rate, span of control, review completion and time off coverage. |
| PPC Completion Tracker | People Business Partners | Live view of People Performance Cycle progress for a PBP's patch: completion rate by team, named outstanding reviewers, days to deadline. |
| Attrition Deep Dive by Team | People Business Partners | Breaks leavers down by team, tenure band, regrettable flag and termination reason, with the prior-period comparison. |
| Manager Team Snapshot (self-serve) | Managers | A skill People Leaders run themselves: their team's headcount, who is out, goal status, review completion and learning activity. |
| Listing vs Job Catalog Consistency Audit | Talent Acquisition | Checks live job listings against the job catalog for mismatched levels, titles or missing profiles before roles go live. |
| Monthly Board People Metrics Pack | Chief People Officer | The standing leadership pack: headcount, growth, attrition, regrettable attrition, joiners and leavers, with prior-period and year-on-year comparison. |
| Attrition & Regrettable Attrition Trend | Chief People Officer | Rolling 12-month attrition trend split by voluntary, involuntary and regrettable, with department and tenure cuts. |
| Report & Dashboard Registry Audit | P&C Ops / HRIS (you) | Inventories every saved report and dashboard with its config and owner, flagging duplicates and reports nobody uses. |
| Field & List Value Governance Check | P&C Ops / HRIS (you) | Compares field and list value usage against the intended configuration to catch drift after each HiBob release. |
| Ad Hoc Data Request Accelerator | People Data Analyst (you) | Turns a plain-English stakeholder request (e.g. "headcount in EMEA Engineering with 3+ years tenure") into a live, filtered HiBob pull with only the fields asked for, instead of building the filter by hand in HiBob or Sheets. |
| Cohort & Tenure Retention Analysis | People Data Analyst (you) | Builds a retention curve by hire cohort (quarter or year) and tenure band, showing the tenure point where attrition actually spikes, rather than one blended attrition rate. |
| People Metrics Definition Registry | People Data Analyst (you) | A governance skill that stores and serves the agreed definition behind every standing people metric — headcount method, regrettable attrition, tenure bands, active vs on-leave — so every reporting skill inherits the same answer. |
| Reorg Impact Modeller | People Business Partners | Compares the org chart at two points in time to show what actually changed: movers, manager changes, span shifts, layers added or removed. |
| Joiner / Leaver / Mover Digest | P&C Ops / HRIS (you) | Monthly movement digest including internal movers, produced by diffing the current org chart against a prior snapshot. |
| HiBob Data Integrity Audit | P&C Ops / HRIS (you) | Runs a fixed rule set over employee records: no manager, blank or future start dates, missing job profile, orphaned org nodes, values outside the list catalog. |
| Probation & Milestone Tracker | People Generalists | Lists Matillioners hitting probation end, work anniversaries or other milestones in a chosen window, with the owning manager. |
| Span of Control & Layers Review | People Business Partners | Calculates management layers, span per manager and player-coach ratios across a business unit, flagging outliers. |
| Development Plan Coverage Check | People Business Partners | Shows who does and does not have an active development plan, by team, and how stale existing plans are. |
| Hiring Demand vs Headcount Position | Talent Acquisition | Sets open listings against current headcount and recent joiners and leavers, to sense-check hiring volume against the plan. |
| PPC Rating Distribution & Calibration View | Chief People Officer | Rating distribution across the cycle by department, level and manager, to support calibration and spot skew. |
| Org Design Snapshot | Chief People Officer | Company-wide view of layers, average span, manager-to-IC ratio and how those have moved over the last year. |
| Comp Range Penetration Overview | Chief People Officer | Company-wide range penetration and compa-ratio distribution by function and level, flagging clusters outside range. |
| Workforce Planning Scenario Modeler | People Data Analyst (you) | Models headcount trajectory under two or three growth scenarios (flat, +5%, +10%) against the current establishment, to support budget and workforce planning conversations. |
| Time Off Liability & Cost Exposure | People Data Analyst (you) | Converts outstanding time off balances into an estimated cost liability for Finance, plus a forward forecast of accrual growth. |
| Learning Impact & Completion Analytics | People Data Analyst (you) | Course and pathway completion rates by team, cross-referenced against performance results for a directional read on learning ROI. |
| Talent Risk Register | Chief People Officer | Cross-references performance results, development plan coverage and tenure to highlight retention and succession risk in key roles. |
| Values & Recognition Digest | Chief People Officer | Pulls recent shoutouts and maps them to company values, giving a recognition picture for all-hands and culture reporting. |
| Diversity & Representation Analytics | People Data Analyst (you) | Representation by level, function and tenure across whichever demographic fields HiBob holds, plus a view of the hiring funnel by stage. |
| Engagement Survey Coverage Tracker | People Data Analyst (you) | Catalogues which surveys have run, when, and for which population, to spot gaps in cadence or coverage across the business. |
From my side here are a few use cases I had with the MCP and Bob:
as a manager I did the performance review in GPT. I created a project and a conversation in that project for each employee, analyzed their previous cycles, connected to other tools internal and external that we use to get more info to help me write performance reviews.
We also used our slack / bob integration lately to ask all the employees to update their t-shirt size for a giveaway without going into the profile in Bob.
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