Your HRIS already has the answers. You just don't know which questions to ask.
Most organizations are sitting on years of people data they've never interrogated. This tool analyzes your situation and tells you exactly which metrics to pull, where to find them, and what an AI system could do with them — in under five minutes.
Every organization collects people data. Almost none of them use it (well).
Here's what we’ve seen in fifteen years of this work: most HR leaders can tell you their headcount. Some can tell you their attrition rate. Almost none of them can tell you who is leaving, at what stage, under which managers, and why the pattern has held for three years running.
That's not a data problem. It's a question problem.
The data exists. It's sitting in your HRIS right now — in performance rating histories, promotion velocity records, merit adjustment logs, survey response distributions. Your applicant tracking system has every stage of your hiring funnel documented. Your payroll system knows exactly what the gap looks like after you control for role and level.
What most organizations are missing is someone who knows which questions to ask — and how to translate the answers into language that lands with a CFO, a COO, or a board.
That's what this tool does.
Three questions. Five minutes. Seven metrics you can actually use.
Tell us your biggest workforce challenge
Hiring gaps, pay variance, promotion patterns, retention cliffs — pick the domain where you need the most operational clarity.
Tell us your org size and your role
The metrics that are statistically meaningful at 300 employees are different from the ones that make sense at 2,000. We calibrate accordingly.
Get your prioritized metrics inventory
You'll receive your top 7 metrics, ranked by impact — with the specific HRIS field, ATS module, or survey question where each one lives. Plus the AI opportunity for each signal.
Trusted by HR leaders, People Ops directors, and COOs at organizations with 250–2,500 employees. Developed by Aparna Rae & Rob Hadley.