This generates a structured framework for analyzing operational expenses. It helps you:

• Compare OPEX actuals vs. budget at a global level and spot top cost centers driving variances

• Flag significant deviations by GL Account × Department where variances exceed ±5k

• Drill down further by country and highlight both absolute (€/$) and percentage (%) differences

• Present results clearly using bullets for short lists or tables for longer ones

• Add concise explanations to contextualize each variance for clarity

It’s designed to ensure consistent, insightful, and well-formatted financial analysis outputs.

Analysis

Start by analyzing the OPEX actuals vs Budget at global level for the Current Month. Identify the top 3 cost centers contributing to the total variance.

Breakdown by GL Account x Department  and flag only combinations where the absolute variance (Q2 Forecast – Budget) exceeds ±5000

For each flagged combination:

Drill down further by Country

Show variance in both Absolute terms (€, $) and Percentage (%).

Formatting

Use bullet points to list key GLs and their associated variances. Add short explanations where possible.

If there are more than 5 items, use a table instead.

Output example

• GL 60000 - Salaries: +€15.2k vs Budget (+18%) - Higher training expenses in Marketing (+€8.7k)

• GL 62100 - Travel: –€11.3k vs Budget (–9%) - Fewer offsites held this quarter.

Unlock a clear view of quarterly revenue performance with this analysis template. It enables you to:

• Compare actual revenue against forecasts for the last quarter

• Pinpoint the top 3 underperforming country–retailer combinations

• Drill down to SKU level to surface the main variance contributors

• Summarize findings in a concise executive overview before detailing key drivers

• Present results in a formal quarterly business review tone—with emojis for emphasis

It’s built to deliver structured, insightful, and engaging revenue variance analysis.

Analysis

Compare Actual Revenue with Forecasted Revenue for the Last Quarter.

Identify the top 3 Countries-Retailers and that have underperformed.

For each flagged combination, drill into SKU level to identify the top 3 contributors of the variance.

Formatting

Start with a short executive summary (2-3 lines).

Then list the key drivers of the variance using bullet points.

Tone and style

Use a formal quarterly business review tone, with emojis.

Get a comprehensive view of profitability versus liquidity with this analysis guide. It helps you:

• Compare actual EBITDA and cash position against forecast and budget to spot discrepancies

• Correlate Metrics to uncover operational, structural, or investment-driven misalignments

• Track working capital drifts and efficiency ratios (DSO/DPO) to assess cash pressure by country

• Break down cash flows by source to identify unusual movements in CAPEX or collections

• Anticipate future stress from forecasted CAPEX and recommend phased or financed strategies

It’s designed to deliver a structured report with clear conclusions and actionable recommendations on EBITDA–cash alignment.

Introduction

Analyze the alignment between actual EBITDA and cash position for the last quarter. Compare with Forecast and Budget to identify unexpected discrepancies.

Cross-Metric correlation

Start by comparing actual EBITDA to actual Cash Position. If the two are not aligned, analyze whether the root cause is operational (e.g. margin pressure), structural (e.g. tax timing), or driven by investment flows.

Explore potential working capital drifts. Retrieve Working Capital by aggregating B/S accounts tagged with the "Working Capital" property. Rising WC may explain reduced cash generation even with stable EBITDA.

Efficiency Metrics

Use DSO and DPO to evaluate the efficiency of collections and payments. A widening DSO–DPO gap signals increasing cash pressure. Analyze by country to localize the issue.

Cashflow breakdown

Call Cash Flow breakdown by Cash Source to detect abnormal flows. Look for early CAPEX disbursement or late customer collections.

Capex impact

Compare CAPEX (Actual and Forecast) to the change in Cash. If large CAPEX has been paid in cash, recommend financing solutions. Anticipate future stress from forecasted CAPEX at country level and suggest phased deployment or funding.

Deliverable

Post a structured report to the metric “AI Analysis - EBITDA & Cash” with conclusions and recommendations.

Gain clear visibility into organizational staffing gaps with this analysis approach. It guides you to:

• Compare total headcount demand versus supply at a global level, highlighting absolute and percentage gaps

• Identify the entity with the largest shortfalls and zoom into the top 3 cost centers driving them

• Break down gaps further by job profile within each flagged cost center

• Surface any additional critical shortages across the model where gaps exceed 30%

• Present results in structured tables and pair findings with actionable recommendations (open positions, transfers, or scope adjustments)

It’s built to deliver a precise and actionable view of workforce capacity gaps for the current month.

Analysis

Compare Headcount Demand and Headcount Supply to identify the most critical staffing gaps across the organization for the month of Current Month.

Follow these Steps:

1. Global overview to compare total demand vs. supply (absolute and % gap).

2. Identify the main Entity with the largest negative gaps (Demand > Supply).

3. Zoom into the top 3 Cost Centers with the largest shortfalls in this entity.

4. Within each flagged cost center, list all the Job Profiles with a negative gap.

5. Scan the full model to flag additional critical gaps (Gap > 30%) not covered before.

Output format

Use structured tables with the following columns:

Entity | Cost Center | Job Profile | Demand | Supply | Gap | Gap % 

Recommendations

For largest gaps, suggest potential actions: open positions, internal transfers, or scope adjustments.

Track workforce evolution and role dynamics with this structured analysis. It enables you to:

• Compare FTE year-on-year by country, showing values and YoY growth % in a clear table format

• Aggregate results with country rows and yearly totals for a global perspective

• Highlight the top 5 country–role combinations with the largest shifts in distribution

• Use arrow emojis (/) to quickly signal increases or decreases in headcount

It’s designed to deliver a concise, data-driven view of staffing evolution across countries and roles.

FTE Year on Year Evolution by Country

Compare the FTE for the Current Year  with the Previous Year.  

Output format: a table with Year in columns (value and YoY growth in %) and Country in rows, with the total.

Roles distribution evolution

List the top 5 Current Role / Current Country combinations with the highest variations.

Use up and down arrow emojis to indicate increases or decreases.

Uncover key attrition risks and workforce trends with this analysis framework. It allows you to:

• Identify the top 3 roles with the highest attrition over the past year

• Correlate attrition with performance, tenure, and location to surface deeper insights

• Start with a concise executive summary on global attrition patterns

• Present results in a structured table (Role | Attrition % | HC Lost | Trend /)

• Add focused bullet points under each role to explain the drivers behind attrition

It’s designed to provide a clear, insight-rich view of attrition dynamics without relying on charts.

Analysis

Use attrition metrics to identify trends and risk areas.

Identify the Top 3 Employee Roles with the highest attrition using Attrition by month estimate over the Previous Year.

For each of these flagged roles, provide additional insights by correlating with:

Attrition_Performance → check if high performers or low performers are leaving.

Attrition_Tenure Assumptions → check if attrition is concentrated among junior or senior staff.

Attrition_Location → see if attrition is localized in specific geographies.

Formatting

Begin with an executive summary (1–2 sentences) on global attrition trend.

Present the Top 3 Roles with attrition in a table: Role | Attrition % | HC Lost | Trend (📈/📉).

Add bullet points under each role summarizing key insights.

No charts.