Reejig
An Australian-founded work intelligence platform that maps tasks to redesign workforces in the age of AI
Reejig is a Sydney-founded workforce intelligence platform built around a proprietary Work Ontology — a structured framework that breaks work down to the task level, mapping what people actually do rather than what their job titles suggest.
Founded in 2019 and independently privately held with Salesforce Ventures among its backers, Reejig operates at a distinct layer from conventional workforce planning tools: rather than modelling headcount or role structures, it analyses the work itself — enabling organisations to identify which tasks will be automated, which skills will be required and how employees can transition into future-state work before structural decisions are locked in.
The platform was recognised by the World Economic Forum as a 2022 Technology Pioneer and achieved Potential Leader status in the 2024 Fosway 9-Grid for Talent and People Success. It is also recognised in the 2025 Gartner Hype Cycle for the Future of Work.
A notable and verifiable differentiator: Reejig’s AI has been independently audited for ethical compliance — the first workforce intelligence platform to hold this certification. For large organisations and government bodies where AI governance and responsible deployment are board-level concerns, this audit provides a form of independent assurance that vendor claims about ethical AI cannot typically provide.
What they do
Reejig’s platform operates through three interconnected layers. The Work Ontology is the foundational data model — a continuously updated map of tasks, skills and roles that ingests data from HRIS systems, labour market intelligence and Reejig’s own proprietary frameworks to create a task-level view of how work is currently performed and how it will need to change.
Work Architecture, launched in 2025, extends this into a dynamic infrastructure platform that acts as a live operating system for work — integrating with systems like Workday and SAP to maintain a continuously updated model of organisational roles and tasks rather than a static snapshot. The Workforce Intelligence Suite, launched at Gartner ReimagineHR in October 2024, adds the AI Potential Index and Operational Efficiency Index — tools that allow organisations to assess where AI and automation deliver the greatest impact and track technology-driven improvements in real time.
In practice, Reejig enables organisations to answer questions that traditional workforce planning tools cannot: which specific tasks within which roles are most susceptible to automation, which employees have adjacent skills that make them strong redeployment candidates, what reskilling investment is required to close the gap between current and future-state roles, and where AI agent deployment will create capacity rather than simply displace work.
The task-level lens is Reejig’s most architecturally distinctive feature and the one that most clearly differentiates it from the other platforms in this category. Workforce planning tools model roles. Talent intelligence platforms model skills. Talent marketplace platforms match people to opportunities. Reejig models work — the underlying tasks that roles are built from. That distinction matters because AI does not eliminate jobs; it eliminates or transforms tasks within jobs. An organisation that plans at the role level will misread AI’s impact. An organisation that plans at the task level will understand which roles change, which disappear entirely, which new roles emerge and which employees can transition into them with targeted development.
Key differentiator
Reejig’s Australian public sector and national skills agenda engagement is the most concrete evidence of its local market depth. In August 2025, Reejig partnered with ADMA and the Australian Computer Society on the National Work Intelligence Partnership — a program mapping how AI is transforming roles, tasks and skills across marketing and IT industries in real time. The initiative supports the ACS ten-point action plan to close Australia’s digital skills gap, with a stated target of boosting national productivity by $25 billion before 2035.
This engagement positions Reejig not just as an enterprise software vendor but as a contributor to national workforce policy — which is rare for an Australian-founded HR technology company and significantly strengthens its credibility in government and regulated sector procurement contexts.
The ethical AI audit is worth examining carefully rather than treating as a marketing claim. Independent ethical AI audits assess whether an AI system’s decision-making processes are transparent, unbiased and consistent with stated fairness principles — they do not guarantee outcomes, but they do provide a structured external review of the AI’s behaviour that internal vendor claims cannot replicate. For organisations deploying workforce intelligence AI that will influence redeployment, reskilling and career pathway decisions, the question of algorithmic bias in those recommendations is not theoretical. Reejig’s audit creates a degree of external accountability for those decisions that most competitors in this category have not sought.
Australian market context
Reejig is headquartered in Sydney with genuine Australian operational depth — not a US platform with Australian representation. Its public sector engagement, national skills agenda partnerships and local customer base make it one of the few vendors in the Strategic Workforce Planning category with demonstrable ground-level credibility in Australian government and enterprise transformation contexts.
The platform integrates with SAP SuccessFactors via the SAP Store, and with Workday and other major HRIS systems, reflecting the enterprise technology environments most common in its target market.
Considerations
Reejig is a program-led deployment rather than a software purchase. Implementation begins with a discovery phase to map existing work and establish a baseline through the Work Ontology — a process that requires reliable workforce data, executive sponsorship and a defined transformation objective to anchor the analysis.
Organisations without a clear workforce strategy, adequate data foundations or cross-functional governance between HR, strategy and technology functions will find the platform’s capability difficult to operationalise. The technology surfaces decisions and pathways; acting on them requires the organisational conditions to execute workforce transition at scale.
Reejig is expanding into the US market, which may shift product investment priorities over time. Australian buyers should assess current local support depth and account management continuity as part of procurement due diligence.
Who it suits
Reejig is best suited to large Australian enterprises and government organisations — typically 3,000 employees and above — facing material AI or automation-driven workforce change, major operating model redesign or national skills transition programs where the task-level impact of technology needs to be quantified before structural decisions are made. HR strategy, transformation, and people analytics functions are its primary buyers, working in partnership with strategy and technology teams.
Organisations already undergoing AI adoption programs that want to understand workforce impact before deploying agents or automation tools are a natural fit. Organisations seeking operational workforce planning, talent marketplace functionality or traditional HRIS capability will find more appropriate options elsewhere in this category.