Our Services

We plan, design, and deliver impactful, automated people analytics

1. Data-Driven Strategic Planning

  • Every HR organization should have the data they need at their fingertips.

    Our team will give you a path to go from idea to strategy and from strategy to business value quickly by defining and documenting your data strategy.

    1. Identify the highest value strategic priorities for your business

    2. Define people metrics to automatically track progress against those priorities

    3. Identify data systems (HRIS systems, ATS platforms, etc.) with the relevant data

    4. Outline a plan to turn strategy into reality

2. Dashboard & Workflow Design

  • We’ve worked in data long enough to know that pretty dashboards are NOT the goal.

    We’re experienced leading data at Arbor, LiveRamp (NYSE: RAMP), and Portable. We’ll share best practice designing and structuring ACTIONABLE reporting.

    1. A dashboard strategy that outlines the specific dashboards your team will need (and the purpose and user persona of each)

    2. Structural blueprints for each dashboard using visual hierarchy and best practices to tell a concise narrative

    3. Mocked up dashboard designs with fake data

    4. A summary of the data tables you will need to power your specific dashboards and the

    5. A summary of where the raw data will come from, and the tools you’ll be able to use to pipe the data

3. Data Pipelines, Automation & Maintenance

  • If you already have a strategy and a dashboard, you need to actually move data.

    With over 1000+ prebuilt connectors, we can automatically extract the data you need, apply any transformations (SQL), and make sure things stay up-to-date every day.

    1. Identify the data sources that matter

    2. Create ETL pipelines or leverage our catalog of 1000+ integrations to extract and load data

    3. Sync data on a cadence (every 24 hours, every 15 minutes, etc.)

    4. Convert raw data into clean data models that can power your dashboards and HR analytics strategy

    5. Maintain data pipelines, data models, and ensure your team has the insights you need to run your business

Want to learn more about our services?

Check out our pricing, or grab time with our CEO. Here’s his calendar.

FAQs: Demystifying HR Analytics and Unleashing Your Workforce Potential

  • HR analytics and people analytics are two sides of the same coin, using data and analytics to make better decisions about your workforce. You can leverage HR data like employee surveys, performance reviews, and retention rates to gain actionable insights. These insights inform strategic talent management, improve employee experience, and ultimately drive business outcomes.

  • In today's competitive landscape, data-driven decision-making is crucial. Beyond just defining your HR strategy or workforce strategy, you need to turn strategy into execution, and measure progress against your goals. Our analytics solution empowers your HR department to:

    1. Reduce retention and attrition with predictive models and targeted interventions.

    2. Optimize workforce planning with real-time workforce data and benchmarks.

    3. Automate performance management with intuitive tools and dashboards.

    4. Boost employee engagement through data-driven insights on what truly matters to your people.

    5. Streamline HR functions and workflows with generative HR analytics software.

  • We have prebuilt integrations to over 1000 business applications to help you aggregate data and build insights. Our prebuilt connectors include:

    • HR systems (HRIS)

    • Applicant tracking platforms (ATS)

    • Payroll platforms

    • Performance reviews

    • Employee surveys

    • Onboarding data

    • Recruitment platforms

    • External market data

    • CRM systems

    We visualize this data through intuitive dashboards and reports, making it easy for HR teams and stakeholders to understand trends and make informed decisions.

  • Key Performance Indicators (KPIs) and metrics are benchmarks that track progress towards HR and business goals. We focus on metrics like:

    1. Time to hire

    2. Cost per hire

    3. Quality of hire

    4. Employee turnover rate

    5. Absenteeism

    6. Employee engagement scores

    7. Performance review ratings

    These metrics, once analyzed and visualized, become powerful tools for data-driven decisions.

  • Get in touch with us for a free consultation! We'll discuss your HR goals and challenges, analyze your current data landscape, and propose a customized analytics solution to unlock your workforce potential.

    Remember, HR analytics is not just about crunching numbers. It's about transforming your human resources department into a strategic partner, driving better decisions and a thriving workforce. We're here to help you leverage the power of people data and achieve exceptional business outcomes.

  • Yes, analyzing historical data like past performance reviews, engagement surveys, and career aspirations can reveal patterns and predict risk factors for employee turnover. By identifying these high-risk individuals through predictive models, HR can proactively intervene with personalized solutions like targeted training, development opportunities, or flexible work arrangements, potentially preventing valuable talent from leaving.

  • Traditional platforms often rely on HR analysts to access and interpret data, limiting employee visibility and engagement. Self-service platforms empower employees with intuitive dashboards and tools to explore their own data, understand their career paths, and actively participate in their talent development, leading to a more empowering and personalized employee experience.

  • Analyzing these metrics through workforce analytics platforms can reveal bottlenecks and inefficiencies in the recruitment process. For example, high time to hire might indicate outdated job descriptions or lengthy interview stages. By identifying these challenges through data, HR can streamline the process, optimize communication with candidates, and ultimately decrease overall recruitment costs.

  • Choosing the right solutions with strong visualization and storytelling capabilities is crucial. Interactive dashboards, clear charts, and customizable filters should go beyond simply displaying raw data. Look for tools that connect employee data to specific business goals and offer actionable recommendations, allowing everyone, not just data scientists, to easily understand and draw actionable conclusions from the data.

  • While powerful data analytics tools can help predict engagement trends, identify talent potential, and personalize interventions, human expertise remains vital. Data scientists, HR professionals, and managers should collaborate to analyze the data contextually, considering individual needs, company culture, and external factors. Human judgment remains crucial in interpreting data insights and making impactful decisions on talent development, retention, and career progression.

  • Giving employees direct access to their own data through dashboards and reports can empower them to understand their career paths, performance strengths, and development opportunities. This transparency fosters trust and a sense of control, leading to greater engagement and ownership of their career development. Self-service analytics tools can also facilitate better communication between employees and managers, as data-driven conversations replace subjective assessments, contributing to a more positive and collaborative work environment.

  • While measuring the long-term impact on employee retention, talent acquisition, and overall productivity can take time, you can track short-term wins to showcase the value of HR analytics. Start by focusing on specific business goals, like reducing cost per hire or improving time to fill vacancies. Implement your chosen analytics tools and track them diligently with clear data visualizations. By demonstrating how data-driven insights lead to improved processes, optimized talent management, and ultimately, better business decisions, you can build a compelling case for the long-term value of HR analytics within your organization. Remember, the ability to quantify even small improvements showcases the potential of analytics to transform HR from a cost center to a strategic driver of business success.

  • Advanced analytics capabilities go beyond simply tracking HR metrics. They allow business leaders to uncover hidden patterns and relationships within their workforce data. This can reveal pockets of high-performing individuals whose skills and contributions might otherwise go unnoticed.

    By analyzing factors like performance reviews, project success rates, and engagement surveys, HR analytics can identify indicators of high potential. This information can then be used to develop targeted development programs, mentorship opportunities, or even accelerated promotion tracks for these valuable employees.

    Furthermore, advanced analytics can help predict future performance and identify potential risks, such as burnout or flight risk among top performers. This allows business leaders to take proactive steps to retain their critical talent and ensure a consistently high-performing workforce.

  • Great question! One of the biggest challenges in any organization is getting different departments to speak the same language. Traditional HR metrics often feel too abstract or siloed for business partners to readily grasp their impact. This is where HR analytics comes in as a powerful translator.

    An experienced analytics leader can bridge the gap by transforming HR data into clear, actionable insights that resonate with your business partners. They can create custom dashboards and reports tailored to each department's needs, highlighting metrics like:

    • Staffing: How recruitment efficiency and talent acquisition costs impact operational budgets and project timelines.

    • Well-being: The link between employee morale, engagement, and productivity in driving sales and customer satisfaction.

    • Skills gaps: How targeted training and development programs can upskill the workforce and close critical talent gaps, contributing to improved innovation and performance across the organization.

    By presenting these insights visually and connecting them to tangible business outcomes, HR analytics empowers your business partners to make informed decisions that consider the human capital dimension. This fosters a more collaborative and strategic approach to talent management, ultimately leading to a stronger, more successful organization.