What HR Teams Say About Working With Us

Challenge

The HR team was losing experienced staff at an elevated rate and receiving conflicting accounts from exit interviews and manager feedback. Leadership needed to understand whether the attrition was driven by compensation, management quality, career progression gaps, or the restructuring itself — not a combination of all four equally.

What We Did

A Talent Analytics engagement drawing on 3 years of HR, performance, and organisational data. We modelled attrition by team, tenure band, performance quartile, and reporting line. The engagement took 6 weeks from data access to final walkthrough.

Outcome

The analysis identified two specific business units and one management layer as the primary concentration of risk, with tenure between 2–4 years as the most vulnerable band. HR used the findings to redirect retention investment more precisely, rather than applying a uniform approach across the organisation.

Challenge

The talent acquisition team was under pressure to adopt AI screening tools to manage volume. The HR Director wanted an independent view on which parts of their process were genuinely candidates for AI support — and which carried fairness risks they had not yet considered.

What We Did

An AI-Assisted Recruitment Process Review covering the full hiring funnel from job posting through offer stage. The review included stakeholder interviews with hiring managers and TA team members, and a fairness analysis of current screening criteria.

Outcome

We identified three specific stages where AI support was appropriate and two where it was not. The AI risk briefing was presented to the HR Director and used to inform a vendor evaluation process. The team moved forward with a more targeted adoption plan than originally intended.

Challenge

A mid-size healthcare services organisation wanted to develop an HR analytics capability but had no clear picture of whether their data was in a state to support it. They had received conflicting advice from their HRIS vendor and a previous consultant.

What We Did

An HR Data Quality Assessment reviewing employee records, performance data, and learning history across their HRIS. The engagement completed in 2.5 weeks and produced a findings report with a prioritised set of data hygiene actions.

Outcome

The report confirmed that a meaningful analytics capability was achievable, but identified four specific data quality issues that needed to be resolved first. The organisation has since addressed two of the four and has a clearer timeline for when they can realistically begin analytical work.