Challenges We Solve
Common pain points that structured decision models eliminate.
Flight Risk Blind Spots
Key talent leaves before you see it coming. Attrition models score risk with 7+ explainable signals so you can intervene early.
Pay Equity Exposure
Compensation gaps create legal and brand risk. Analyze compa-ratios, detect pay compression, and model equitable adjustments.
Hiring Plan Guesswork
Headcount requests lack rigor. Optimize hiring plans against budget constraints, capacity risk, and workforce availability.
Slow People Analytics
Spreadsheet-based workforce reports take weeks. Run 30+ HR models on demand with instant scenario comparison.
Use Cases
How teams use DecisionLedger to make better decisions.
Runs the attrition risk model quarterly to identify flight-risk employees in critical roles, then shares ranked intervention plans with department heads before talent walks.
Reduced voluntary turnover by catching 85% of at-risk employees before resignation
Uses the pay equity analysis model to audit compa-ratios across protected classes, modeling equitable adjustments that close gaps without blowing the comp budget.
Eliminated statistically significant pay gaps across 4 demographic dimensions
Presents board-ready workforce analytics from the succession readiness model, showing bench strength by leadership tier with risk-adjusted readiness scores.
Identified 3 critical succession gaps 18 months before planned retirements
Measurable Impact
Based on platform benchmarks across early adopters.
Attrition Prediction
Reactive exit interviews
90-day early warning scores
Pay Equity Audit
6-week spreadsheet exercise
On-demand model run
Hiring Plan Cycle
3 weeks of back-and-forth
Same-day scenario comparison
Workforce Reporting
Manual slide decks
Auto-generated decision briefs
Connects With
Featured Models
Pre-built decision models ready to run with your data.
Hiring Plan Optimizer
Optimizes hiring plans balancing growth targets, budget constraints, capacity risk, and workforce availability to produce actionable hiring recommendations with quantified tradeoffs.
Attrition Risk Model
Identifies employees at high risk of voluntary attrition using deterministic weighted-signal scoring (7 explainable risk signals), ML classification (when historical data available), Cox survival analysis (predicts when employees will leave), and SHAP explainability. Includes per-employee risk tiers, top drivers with plain English, department rollups, and full governance artifacts.
Burnout & Workload Risk
Predicts near-term burnout or workload risk for an employee population using weighted normalized factors. Returns risk scores, levels, primary drivers, interpretable flags, and optional segment rollups. Designed as an MVP deterministic model with a clear path to calibrated ML (logistic/GBM) using historical outcomes.
Compa Ratio Optimizer
Compa-ratio and market positioning optimizer. Calculates employee compa-ratios against market benchmarks, identifies under/over-market positions, and recommends budget-constrained salary adjustments to align compensation structures with target market positioning.
Diversity & Inclusion Index
Computes a composite diversity and inclusion index across multiple dimensions with weighted scoring, gap analysis, and target benchmarking.
Employee Engagement Analysis
Analyzes employee engagement across survey dimensions with weighted scoring, driver analysis, at-risk segmentation, and actionable improvement recommendations.
Pay Equity Analysis
Statistical pay equity analysis using regression-based methodology. Identifies unexplained pay gaps across protected classes while controlling for legitimate business factors like job level, tenure, performance, and location.
Succession Readiness Model
Evaluates organizational succession readiness by scoring candidate preparedness against critical role competency requirements using MCDA weighted-sum methodology.
How It Works
Three steps to structured, auditable decisions.
Connect Workforce Data
Import from your HRIS (Workday, BambooHR, ADP) or upload CSV. Map fields once, refresh automatically.
Run People Models
Choose from 30+ HR models — attrition risk, pay equity, engagement, succession readiness, and more.
Act with Confidence
Get ranked recommendations with explainability layers, share with leadership, and track outcomes over time.
Your HR team is stitching together 4-5 tools to answer one question: who's about to leave?
Visier / One Model
Expensive people analytics with 6-month implementation
Excel workforce models
Ungoverned, no audit trail, breaks at scale
Manual bias audits
Quarterly spreadsheet exercises that miss drift between audits
Consultant-built models
$200K engagements that leave when the consultants do