About Kinnect
I owned the headcount number. Then I built the system I could not buy.
In every enterprise I worked in, Finance, HR and Recruiting read three different numbers, and no product on the market governed the position where it actually lives. Kinnect is that product, built by the people who ran the process.
Seena Mojahedi · Founder, Kinnect
“I built Kinnect to bring clarity, accountability, and confidence to every headcount decision.”
Founder at Kinnect
15+
years in the Workday ecosystem
10+
years in client-side roles
40+
enterprise implementations
Position management solved for enterprises including Gainsight, Lightspeed, and ACA Group, through Kandor Solutions consulting. Client-side experience includes Google, Slack, Coinbase.
Chapter one · The operator years
Three teams, three numbers, one conference room
I remember sitting across from my director with a printed spreadsheet, trying to explain why our position count did not match the headcount Finance had approved. Both numbers were right. They were counting different things.
Later I counted the spreadsheets involved in one quarterly headcount review. There were 47. Finance had a version, HR had a version, every department head kept a tracker, and Recruiting worked from the ATS. That review launched an 18-month redesign of the whole position management architecture: governance model, business processes, security, reporting, approvals.
It held, as long as somebody like me was standing over it. That was the lesson. The process was not the problem. The system had nothing in it that made the process hold.
Client-side experience includes Google, Slack, Coinbase.
Three headcount numbers for the same company: Finance tracks 1,487, HR counts 1,512, and 15 offers are in flight that neither system shows.
Chapter two · The implementation years
The same break, in every tenant
I founded Kandor Solutions to fix this for other companies, and across 40+ enterprise implementations the pattern never changed. The approval sat behind the requisition instead of in front of it. The chain was built on people's names, so every reorg broke it. Finance found out about its largest expense at quarter close.
We fixed it with process every time, and every time the fix depended on someone keeping it alive. What the tenant needed was a layer that checked the request against the plan, derived the approvers from the org, and wrote the decision back to the record. No product on the market did that on an enterprise HRIS.
Gainsight, Lightspeed and ACA Group were served through Kandor Solutions consulting.
What Seena Mojahedi has seen across 15 years in the Workday ecosystem and more than 100 Workday tenants:
- 40%fewer headcount requests reaching Finance
- 50%less time managing requisitions
- $160K+integration savings identified per enterprise
Chapter three · Why a product
Govern the position where it lives
So I built it. Kinnect governs one position record: the request is checked against the cost center plan before it can be submitted, two approvers are derived from the org and each has to leave a comment, the requisition is pushed to the ATS, and the hire is written back to the HRIS. Finance reads one number and can drill it to the position.
It runs on Workday, Oracle HCM Cloud, SAP SuccessFactors, UKG Pro, ADP and Dayforce as equals, because the position lives in all of them, and the depth that came from Workday applies to every one.
A position request in Kinnect warned that it is over the cost center plan before it is submitted, then approved by the budget owner with a required comment, and the six enterprise HRIS platforms the governed record runs on.
What I believe
Three decisions you can check
Each one is a product decision, not a value statement. They are on the pricing page, in the integration, and in the contract.
Govern the position where it lives
The approved position, its changes and the hire are written back to the HRIS record. A planning layer reconciled against the tenant every hour is the problem restated, not solved.
How position management worksEverything included, nobody charged per seat
Position management, the HRIS sync and the AI agents are in every plan. A governance product that sells the governance as an add-on has told you what it thinks the product is.
See pricingStay until the number reconciles
Software governs the position. Getting Finance, HR and Recruiting to run one process is a change program, and we run it, because a tool nobody adopted is a spreadsheet with a login.
How we work with you
How we work with you
A product team and an implementation team, in one
Kinnect is delivered by the people who built it, and the implementation, the change management and the planning transformation come from the same team.
Implementation
Scoped once to your HRIS, ATS and planning tool, with the position data reconciled before anything goes live. Standard APIs, no rebuild of your tenant.
Change management
The approval chain redesigned around the org and the cost center, the roles and rules written down, and the managers, budget owners and recruiters trained on the one process they now share.
Headcount planning transformation
Process, data and governance design for the whole planning cycle: one definition of headcount, one plan per cost center, one record from request to hire, and the reporting Finance signs.
A product vendor hands you software. A consultancy hands you a deck. Kinnect hands you both, and stays until the number reconciles.
Book a DemoSee the transformationsBring one approved position. We will trace where control breaks.
The Headcount Control Review is thirty minutes with Seena on one position already in motion, from budget approval through the HRIS, Recruiting and the ATS. Or see the platform on demo data first.