Bridgit is the only workforce planning platform focused entirely on people. It’s built for preconstruction, salaried, and self-perform staff, while Procore is designed for speciality contractors. Procore offers no long-term forecasting, model pursuit staffing scenarios, or view resources between divisions/offices—it’s primarily built for dispatching craft labor. Bridgit delivers role-based assignments, skills and experience tracking, and forecasting from project pursuit to turnover—not just headcount planning.
Platform
| Feature | Bridgit | Procore Workforce Planning |
|---|---|---|
| Built for | Purpose-built workforce planning software for construction | Originally LaborChart for trade dispatching; rebranded by Procore in 2024 as “resource management” |
| Target Audience | Leading general contractors, self-performing GCs, specialty contractors | Primarily electrical contractors, now trying to expand to more trades |
| Implementation | Dedicated onboarding team, contractors live in as little as 2 weeks | Sold as an add-on to Procore; onboarding through Procore Account Managers, Not Dedicated Workforce Management Team |
| Support | Dedicated Customer Success Manager | Procore support—known for slow response and low product knowledge for Workforce Management |
| Flexible Permissions | Flexible permission settings tailored to each customer in order to build the ideal workflow for your organization | Basic permissioning; not designed for complex org structures or custom workflows |
| Integrations | Supported, optimized integrations tailor made for seamless integration with Procore and other CRM, ERP, HRIS, and Project Management software used by contractors | App marketplace with Procore approved partners. Procore integration isn’t stable, customizable, or well-supported. |
| Mobile App | Native iOS and Android apps with full workforce planning functionality for General & Specialty Contractors | Native iOS and Android apps built for speciality and trade contractors. Often here significant issues with LaborChart mobile app functionality and SMS. |
| Product Innovation | Bridgit responds directly to customer feedback and is solely focused on developing the best of breed workforce planning platform for construction | Procore has made limited investments into Workforce Planning since the acquisition and has dozens of other products competing for resources and attention |
Workforce Planning
| Bridgit | Procore Workforce Planning | |
|---|---|---|
| Instant Team Visibility | Easily across all current and future projects in two clicks | Viewable in list form however not available in Gantt. Cumbersome and requires extensive navigation |
| Smart Suggestions | Automatically recommends best-fit team members based on role, availability, commute distance, and experience | Capacity-based only (“I need 10 people”); no skill, experience, or project history consideration |
| Project Hub | Centralized view of all opportunities, active and upcoming, and completed projects with linked project team plans | Limited—can track all projects as active without the ability to separate active projects from opportunities |
| Maps | Visual map of workforce locations, commute distances, and assignments across regions/offices | Limited—cannot allocate resources from maps or do planning workflows |
| Roles and Assignments Hub | Dedicated dashboard to see all open roles, current assignments, and resource gaps | Unclear or no set page for all open assignments |
| Time Off | Tracks vacations, leaves, and other absences, with automatic impact on availability | Available |
| Supply and Demand Forecasting / Scenario Planning | Forecasts staffing needs vs. availability by role, date range, or office | Lacks the forecasting tools needed for long-term planning. No role-based supply/demand analysis, pursuit scenarios, or hiring visibility by job function. |
| Roles for hire | Flag open roles needing hires | Not available |
| Utilization Rate | Track under and overutilization of current and project opportunity pipeline | Not available |
| Bench Cost | Calculates cost of unassigned staff to help reduce idle time | Not available |
| Profiles | Dedicated page for each employee including experience, project history, certifications, notes and messages, for hourly and salaried employees | Limited to one profile type and doesn’t include automatically captured project history of experience |
| Certification Tracking | Stores certifications and alerts you before they expire | Available |
| Details and Attachments | Attach resumes, project docs, and notes directly to employee or project profiles | Available |
| Team Matrix and Experience Blend | Visual summary of team experience mix for any project or pursuit | Not Available |
| Collaboration Reporting | Automatically generate project team history reports to share with owners or stakeholders | Not available |
| Alerts | Custom and automatic alerts for expiring certifications, double bookings, PTO conflicts, and more | Available |
| Broadcasts | Send updates or announcements to teams directly in the platform | Available |
| Notes and Messages | Add notes to projects or people for internal reference | Available |
One unified platform – no acquired parts
Bridgit was built from the ground up for construction workforce planning — every feature reflects the realities, challenges, and workflows of contractors. It’s seamless, and it just works.
One workforce platform, from project pursuit to turnover
From project opportunities to final turnover, Bridgit keeps your workforce plans connected, accurate, and ready for what’s next.
“With Bridgit, we’ve gained a deeper understanding of our workforce. By aligning our employees’ skills and experience with the right projects, we’re not only improving project outcomes but also creating a more engaging environment that has noticeably boosted team morale and retention.”
Leon Nelson, Vice President at Big D Construction
Supercharged forecasting
Customized reporting to proactively plan future workforce needs, avoid last-second assignment scrambles, and align your resources strategies with project pipelines.
People-centric workforce planning
Consider factors like employee experience, past project history, commute distance, etc. to build the highest performing teams which keep employees happy, cut turnover, and maintain a strong talent pool.
