Workforce data the board will actually read.
Headcount that ties to finance. Attrition that ties to performance. Board-ready workforce insights in the language of the commercial conversation, not the HR survey.
Your HR data does not speak the board's language.
You are an HR leader or a CPO. Your board asks about headcount, attrition, and engagement. The numbers you have are based on pulse surveys and anecdotes, and your CFO's headcount number never matches yours.
HR and finance headcount diverge
Workforce data in BambooHR or Workday. Finance data in NetSuite or Xero. Nobody agreed on what a full-time equivalent is, and the numbers diverge every quarter.
Attrition is a single number, not a pattern
Annual attrition reported as one percentage. Nobody knows whether the problem is in a specific department, a specific tenure band, or a specific manager. The number is too aggregated to act on.
People data lives in a silo
Workforce data lives in BambooHR or Workday, performance data lives in a separate system, compensation lives in a spreadsheet. Nobody can answer basic questions about the people function without three different people pulling three different reports.
Workforce data tied to commercial outcomes.
We build the workforce data layer that ties people data to the numbers your board cares about.
Unified headcount
One headcount number across finance, HR, and operations. Full-time, part-time, contract, freelance. Defined, classified, reconciled.
Attrition that segments
Department, tenure, compensation band, manager, hire source, performance band. Patterns you can act on, updated monthly.
Cost and capacity integration
Workforce cost per revenue dollar, cost per new hire, capacity against demand. Your HR metrics finally tied to the commercial outcomes the CFO and CEO actually manage against.
Headcount first. Attrition second.
HR engagements typically start with unifying headcount across HR and finance, then layering attrition analysis on top.
Workforce numbers the board takes seriously.
One conversation about your current HR reporting gaps. A first engagement scoped around the metric your board keeps asking about.