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Know your people data before attrition tells you.

People-analytics dashboards, performance workflows and HR automation built with privacy first.

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  • 48–72 HOURS
  • TOP 3% ENGINEERS
  • 100% REPLACEMENT
01 · WHAT WE DO

What we do.

  • People-analytics dashboards

    headcount, attrition and the hiring funnel, drawn from your own systems.

  • Attrition-risk signals with human review

    patterns surfaced for HR to examine, never automatic decisions.

  • Performance review and goal workflows

    cycles, reminders, calibration and records.

  • Onboarding and employee service automation

    checklists, requests and answers without email chains.

  • Privacy controls, role-based access and bias checks

    who sees what, logged and tested.

02 · HOW WE WORK

How we work.

We start with questions, not charts. We ask HR leaders which decisions they want to make better, and which data they trust today. Then we map your systems, agree definitions for terms like headcount and attrition, and decide who may see each figure. Access rules are designed before screens. We build in short sprints, with HR reviewing each release. Any signal or score is tested for sense and for uneven effects across groups before anyone sees it. Engineers join your standup, and your HR and legal staff review how data is used.

03 · WHO THIS IS FOR

Who this is for.

  • A company with 500 or more employees whose HR data is split across several systems.

  • An HR head who spends days each month building reports by hand.

  • A scaling company running performance reviews on spreadsheets and email.

  • A leadership team that wants earlier warning on attrition without surveillance tools.

  • A CHRO or legal lead who needs strong privacy controls before approving any people analytics.

04 · WHAT YOU GET

What you get.

  • A single, reconciled view of core people data.

  • Dashboards with agreed definitions, documented in plain language.

  • Role-based access rules and audit logs for every view of sensitive data.

  • Review and goal workflows configured for your cycle.

  • Documentation of how any signal is calculated, and results of fairness checks.

  • Source code, runbooks and training for HR staff.

  • Top 3% of applicants
  • Start in 48–72 hours
  • Dedicated account manager
  • 100% replacement guarantee
05 · TYPICAL TIMELINE

Typical timeline.

Timelines vary with the number of source systems and data quality. We confirm them after scoping.

  1. 01

    Weeks 1 to 2

    discovery, data mapping, definitions and privacy design.

  2. 02

    Weeks 3 to 6

    integrations, data model and first dashboards.

  3. 03

    Weeks 7 to 9

    access controls, review of signals, and testing with HR.

  4. 04

    Weeks 10 to 12

    rollout, training and a feedback cycle.

  5. 05

    After launch

    monthly review of use, definitions and new questions.

PROOF

Proof

For a 2,000-employee enterprise, we integrated data from 3 systems and made attrition risk visible about 3 months earlier, with HR reporting time down from days to hours. For a scaling company, review completion rose from 61% to 78%, saving about 6 minutes per review. Our engineers join your standup in 72 hours, and about 3% of applicants pass our 4-gate vetting.

FAQ

Questions buyers ask.

Straight answers, before the first call. Ask us something else →

No. Our default is team-level views, with minimum group sizes so small groups cannot be identified. Anything more detailed is restricted, justified and logged.

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LET'S TALK. Start now.

Tell us what you're building. We'll come back with a plan and matched, pre-vetted engineers.

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