01
You name the metric.
Scope and owner agreed in a day. No metric ships without a named owner.
People analytics · Metric layer
One definition per metric. No more.
Attrition, absence, internal mobility, adoption, workforce cost. Five metrics, each defined once, sourced once, and owned by one person. HR and Finance stop arguing about whose number is right.
Define
Source
Build
Ship
Process
Three steps. No mystery.
02
We build the definition.
One formula, one source system, tested against two years of history.
03
You get the dashboard.
Live, with thresholds and an owner. HR and Finance read the same number.
Evidence · Structure
Structure comes first. The numbers come after.
Every dashboard traces back to one source system and one formula. No metric ships until HR and Finance agree on the definition.
Five metrics
Pick the metric. We deliver the dashboard.
Attrition
Primary buyer · Chief People Officer
Why do people leave, and can leadership see it before the notice period starts?
Read more →Absence
Primary buyer · Head of People Operations
Where is absence rising, and is it a workload problem or a wellbeing problem?
Read more →Internal Mobility
Primary buyer · Head of Talent
How many roles are filled from inside, and where are we losing people to the outside instead?
Read more →Adoption
Primary buyer · Head of Transformation
Which agents and tools are actually used, by whom, and what stops the rest?
Read more →
Dashboard anatomy
EXAMPLE STRUCTUREWhat every dashboard contains.
- One metric definition, signed off by HR and Finance
- One source system per metric, no manual reconciliation
- Thresholds and alerts, routed to the named owner
- A two-year baseline, so trends mean something
Every number traces back to a source field. No dashboard ships without an owner who can explain it in a board meeting.
Summary
8% of the report
One page. Leadership can decide straight away.
Findings with evidence
34% of the report
Five findings, every claim backed by a verbatim quote.
Actions
28% of the report
Sequenced for 30, 60 and 90 days, with an owner and a measure.
Method and scope
14% of the report
How it was done, so the conclusion can be challenged.
Appendix
16% of the report
Transcripts, coding and lineage. All traceable.
Your data stays in your environment. Individual-level detail is never exposed to line managers. You own all material. Read about trust and governance →
Next step
A dashboard is not the end. It points to the first agent worth building.
From metric to agent.
The metric points to the lever. The work then ships as a package with fixed scope.
When you need a decision-ready plan, not a workshop
AI Transformation Blueprint
Four weeks from mapping to a costed roadmap: where AI pays off across the business, in what order, at what risk.
Read more →When workforce plans are built in a spreadsheet once a year
Demand and Supply Forecasting
Forecast the workforce you will need and the workforce you will have, by skill, and see the gap before it becomes urgent.
Read more →When the plan exists and nothing is live yet
Implementation and Fast-to-Impact
We put the first two or three use cases into operation, with data, guardrails and adoption measured from day one.
Read more →Next step
Thirty minutes, free, and a clear recommendation afterwards.
Start a conversation
One email is enough; you get an approach and a price back.
Read how we work
See what an engagement covers, what it costs and when it runs.
Governance and accountability
We build in your environment, with your keys. Here is why that matters.