Case studies

People Analytics

Decisions were being made on instinct. Metrics lived in scattered exports, and attrition, the funnel and payback never appeared in the same place — so nobody could tell which departures were actually a problem.

Problem

Metrics lived in a dozen scattered exports, and nobody separated the resignations we regretted from the ones we were quietly relieved about.

Solution

People analytics built from nothing: dashboards for attrition, regrettable versus non-regrettable exits, funnel conversion, LTV and payback — fed over APIs and deployed on Vercel.

Conversion dashboard — the funnel from hire to sales floor, resignations split from dismissals, with cuts by cohort and candidate profile

How it works

1

Attrition Dashboard

Regrettable versus non-regrettable split, with trends by team and region.

2

Hiring Funnel

Stage-by-stage conversion, from the first lead to reaching the sales floor.

3

LTV and Payback

The link between what hiring and onboarding cost and what the person returns.

4

Data Pipeline

Pulled over APIs from the systems of record, instead of hand-made exports.

5

Deployed Dashboard

Always available at a URL on Vercel — nobody emails a spreadsheet around.

Attrition — separate formulas for the sales floor and the funnel, average headcount computed two ways, and drop-off by stage

Weekly

used by CEO, HRD and team leads

3

dashboards: attrition, funnel, LTV & payback

2

exit types split: regrettable / non-regrettable

Weekly cohorts — conversion and average deal size by week on the floor, flagged where the sample stops being meaningful
Candidate profile — hiring signals ranked by strength, each with a caveat where the sample is thin or the number misleads
Methodology — how every metric is defined and where its data comes from, including how a resignation is told apart from a dismissal