Your HR data is more valuable when it speaks the language of management

Integrate human and financial metrics to anticipate turnover, measure well-being, and make decisions with real impact.

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01 Financial Dashboard
Can you imagine a committee where you, finance, and management all speak the same language?
What it’s used for

The financial impact dashboard provides live information on turnover, leaves, and absenteeism, accessible to various departments. Avoid broken communication loops and speak the same language as finance and management with a shared KPI dashboard.

Get real-time data on variables such as turnover and absenteeism. Stay ahead by identifying critical groups.

Integrated with your HR software
Time-based comparisons and trends over time
Connect it with our science-based surveys to find the root causes
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02 Organizational People Analytics
Organizational diagnosis to build successful cultures
What it’s for

Science-based surveys that measure organizational well-being, culture, climate, burnout, engagement, and intent to leave.

Advanced segmentation to identify differences by department, seniority, or leadership level.

Combining data with People Analytics to link perceptions to objective indicators.

Measure what truly matters
Not just the climate, but also intent to leave and real engagement.
Detect risks in time
Identify burnout patterns and at-risk teams before they turn into turnover.
Internal and external comparisons
Benchmark with data from your sector and track changes over time.
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Schedule a demo
03 Individual People Analytics
Well-being diagnosis
What it’s for

Science-based psychometric assessments to measure satisfaction, happiness, job and personal resources, and mental health.

In-depth analysis of the factors that impact well-being: workload, social support, stress, and motivation, to understand the real causes and be able to change them.

Advanced segmentation to understand differences among profiles and detect vulnerabilities before they affect productivity. With our segmentation, you can dive into specific realities such as “What threats do my technical teams face?” or “How do communication and feedback needs evolve during and after the onboarding process?”

Scientifically validated data
Psychometric instruments backed by research to ensure you have quality information about the causes, not just a simple “emotional thermometer.”
Early risk detection
Identify teams or individuals at risk of burnout or low satisfaction. Thanks to our advanced segmentation, you’ll know exactly each team’s reality so you can act before it’s too late.
Connect it with your well-being strategies
Adjust programs and benefits based on real needs. Quantify the exact impact on variables such as motivation, well-being, or communication for the actions you implement with your teams. Discover the ROI behind each implemented strategy.
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04 Company Insights
A map of all your company’s realities
What it’s for

Strategic analysis that combines internal data (turnover, absenteeism, climate) with organizational well-being insights. Turn your data into clear action levers tailored to each team, leaving behind one-size-fits-all solutions.

Identification of hidden patterns in culture, engagement, and leadership to make informed decisions precisely based on your teams’ challenges.

Trend forecasting to stay ahead of problems and design effective retention and well-being strategies.

Complement it with your ENPS (Employee Net Promoter Score) to understand where your brand’s promoters and detractors are.

A 360° vision of your company
Connect HR metrics with business impact.
Make data-driven decisions
Prioritize initiatives according to their real impact on the organization.
Advanced segmentation
Identify critical areas and adjust strategies according to each team or department.
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05 Leadership Assessment
Are your managers true leaders or just task managers?
What it’s for

Measurement of science-based key leadership competencies: feedback, emotional management, and team development (Based on the theories of Daniel Goleman and other psychological authors).

360° evaluation with self-assessments and team feedback to identify areas for improvement.

Combining data with engagement and turnover to understand the impact of leadership on performance and retention.

Identify the leaders
Who truly drive the team and those who need development.
Prevent talent loss
Detect when poor leadership is impacting motivation and engagement.
Concrete actions
Link the results to training and coaching plans for managers.
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Schedule a demo