Automation and Operations
Which processes to automate first: a simple scoring method
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Employee Lifecycle
AI HR Analytics
Headcount, attrition and hiring-funnel numbers tracked automatically and delivered as one clear report.
Leadership asks for headcount, attrition and time-to-hire again, and someone rebuilds the same spreadsheet. This build pulls those numbers from your HRIS and ATS on a schedule, works them out the way you define them, and delivers one clear report or dashboard. When a metric moves sharply, such as attrition rising in one team, you hear about it early.
- Headcount, attrition and hiring-funnel numbers delivered on schedule
- Metrics defined your way and checked against your history
- Alerts when a people metric shifts sharply in any team
$5,500
20–30 working days
Optional maintenance $275/mo
What it is
AI HR Analytics pulls headcount, attrition and hiring-funnel data from your HRIS and ATS, then delivers it as a recurring report or dashboard with trends and alerts built around the metrics you define. It answers the numbers questions leadership keeps asking without someone rebuilding a spreadsheet each time, and it is checked against your history first.
Why businesses buy it
People numbers drive big decisions on hiring plans, budgets and retention, but they are often stitched together by hand and a few weeks late. By the time attrition is spotted in a spreadsheet, good people have already gone. This build gives HR and leadership the same trusted figures every period, with early warnings, so conversations start from facts instead of guesses. It reports and never decides. The Scope Card lists the sources, metric definitions and alerts before you buy, so you know exactly what lands in your inbox.
Problems this solves
Someone rebuilds the headcount spreadsheet every time leadership asks
Headcount, attrition and hiring-funnel data are pulled from your HRIS and ATS automatically. The numbers arrive as a recurring report or dashboard instead of a fresh spreadsheet each time.
Attrition trends are noticed only after several people leave
Trends are tracked against the metrics you define, with up to five alerts. HR can see attrition rising in a team while there is time to respond.
HRIS and ATS figures disagree in leadership meetings
Up to three read-only sources feed one report, checked against your history before launch. Leaders discuss one set of figures rather than reconciling two in the meeting.
A good fit if
You get asked for headcount, attrition or time-to-hire numbers regularly, and pulling them together still takes manual spreadsheet work each time.
Your HRIS and ATS already hold the data; it just is not summarized anywhere leadership can check on their own.
You want to know when a metric moves meaningfully, such as attrition ticking up in one department, rather than spotting it weeks later.
You have at least 3 months of historical HR data so results can be checked for accuracy before launch.
Not the right fit if
You want open-text survey or exit-interview comments analyzed for themes rather than headcount and funnel numbers. See AI Employee Feedback, which is built for that.
You want individual review write-ups drafted rather than aggregate metrics reported. See AI Performance Review Assistant.
You want employees to be able to ask HR questions directly. See AI HR Assistant, which answers questions rather than reporting metrics.
You need more than 3 read-only data sources or more than 25 tracked metrics. Add a note at checkout and we quote the extra scope, or start from our Custom AI request form.
How it works
- Read-only access is connected to up to 3 of your data sources, such as your HRIS, your ATS and a payroll or scheduling system.
- Your key metrics are defined up front, up to 25 in total, covering things like headcount by department, voluntary attrition rate, offer-accept rate and time-to-hire.
- Each metric is checked against 3 months of your historical data during testing, so the numbers match what your team already trusts before launch.
- A recurring report or dashboard is assembled on your schedule, showing current values, trend direction and any department-level breakdowns you defined.
- Up to 5 alerts watch for meaningful shifts, such as attrition rising sharply in one team, and notify the recipients you named.
- It is delivered to the channel you chose: email, Slack or a web dashboard, ready to bring into a leadership meeting without extra prep.
What you provide within 72 hours
Your portal lists these the moment you order. Delivery starts the working day after everything is in and your access is checked.
- Read-only access to each HR data source you want included, such as your HRIS and ATS.
- Your definitions for the metrics you want tracked, such as how you calculate attrition.
- At least 3 months of historical HR data to check the report against.
- The report recipients and the delivery channel, whether that is email, Slack or a dashboard.
- Any current headcount or attrition spreadsheets you already trust, as a reference point.
- Admin access and API keys for every connected system, shared by adding our team as a user or creating a key you control, never by email.
- Your business information (company basics, hours and brand voice), shared during intake.
- One decision-maker who can confirm the metric definitions and keep the build moving.
- An API key for your own AI model account (for example OpenAI or Google Gemini), created for this build with a spending limit.
The 72-hour rule. Send everything on your checklist, including access, within 72 hours of ordering so your build starts on time.
Timeline
Start
Intake verified and your data sources, metric definitions and recipients confirmed.
Weeks 1–2
Metric calculations and the report or dashboard layout are built.
Week 3
Your read-only data sources are connected and alert thresholds are configured.
Weeks 3–4
Results are checked against 3 months of your historical data for accuracy.
Week 4
Your review and two rounds of changes to metrics, layout or alerts.
Go-live
Live, handover report sent, support starts.
| Option | Delivery time | Price |
|---|---|---|
| Standard | 20–30 working days | $5,500 |
| Express | 15–25 working days | $6,450 |
| Rush | 10–20 working days | $7,450 |
What you receive at handover
- AI HR Analytics connected read-only to up to three sources, such as your HRIS and ATS
- One recurring report or dashboard covering up to 25 defined metrics
- Up to five alerts on trends you choose, by email, Slack or web
- Test report checked against three months of your historical data
- Admin guide and a written handover report
- 30 days of post-launch support
Expected benefits and how to measure them
- Can free HR from building the same report by hand
- Helps leadership see people trends early
- Makes HR figures consistent across meetings
- Hours spent building HR reports
- Log time spent on headcount and attrition reports for a month before launch and a month after.
- Ad-hoc data requests from leadership
- Tally leadership requests for HR figures before and after launch.
- Attrition by team
- Track attrition by team on the dashboard each quarter, and note where alerts led to action.
Before you start: List the HR figures leadership asks for most and the time each report takes. Record current attrition by team.
These are things to track, not promised results. Outcomes depend on your data, your team and your market.
Running costs
The build price is one-time. Running it afterwards is billed in your own accounts and typically runs about $20 to $150 a month for AI model usage and hosting or scheduler fees, depending on how often the report runs and how many sources feed it.
AI usage during the build and testing is also billed to your accounts, so you keep ownership of every provider relationship. Nothing runs through us.
Ask about running costsCustom requirements
If you need something outside the Scope Card, add a note at checkout. You get a written Change Quote, and that work only starts once you accept it. Your original order runs on its normal timeline either way. Larger or bespoke projects go through the Custom AI request form instead.
Request a custom versionKeep it running
We recommend monthly maintenance: monitoring, fixes and monthly hours for changes, which cover new metrics, an updated attrition definition or an extra alert. The change hours scale with the build. Maintenance starts after the 30 days of included support, bills monthly, and can be cancelled any month.
$275/mo (5% of the build price a month, includes 2 change hours)
Optional. Starts after the post-launch support period. Cancel any month.
How maintenance worksHow this compares
| Do it yourself with a SaaS tool | Hire a custom agency | Upmark Labs | |
|---|---|---|---|
| Price | A people-analytics platform charges a monthly fee per manager seat | A consultancy bills per report or per quarter for HR metrics | Ours is one fixed price, shown before you buy |
| Scope | A people-analytics platform bundles dozens of metrics you may not need | A consultancy's scope depends on the engagement agreed | Ours is written on the Scope Card before purchase |
| Delivery | A people-analytics platform needs a rollout project to connect your systems | A consultancy usually takes several weeks to build and validate | Ours has a fixed delivery time shown before you buy, with faster options |
| Accuracy check | A people-analytics platform rarely validates against the numbers you already trust | A consultancy build depends on what was agreed and tested | Ours is checked against 3 months of your own data before launch |
Questions about this product
What does AI HR Analytics cost to launch and run?
The build is one fixed price, shown on this page before you buy, with express and rush delivery available at a set extra cost. Running the report afterwards costs roughly $20 to $150 a month in AI usage and hosting, paid directly in your own accounts. There is no per-user fee from us.
Which HR metrics can this report track?
You define up to 25 metrics during setup, commonly headcount by department, voluntary and involuntary attrition, offer-accept rate, time-to-hire and hiring-funnel conversion. Each one pulls from up to 3 connected read-only data sources, such as your HRIS and ATS, and is checked against 3 months of your historical data before launch.
Is employee-level data exposed in the analytics dashboard?
The report is built to show aggregate metrics like department headcount and attrition rate, not individual employee records, and access to each data source is shared by adding our team as a user or creating a key you control, never by email. You control exactly which read-only sources are connected during setup.
How is this different from AI Employee Feedback?
This build reports on structured HR numbers like headcount, attrition and hiring-funnel metrics. AI Employee Feedback instead reads open-text survey and exit-interview comments and groups them into themes. Both share the same delivery and alert structure, but the underlying data and analysis are different.
How much of our team's time does setting up AI HR Analytics take?
Most HR teams spend one to two hours defining metrics and gathering historical data inside the 72-hour intake window. After that, expect around an hour reviewing results checked against 3 months of your data, plus the written handover report before launch.
Can we add more metrics or a new data source later?
Adjusting existing metric definitions or report layout fits inside the monthly change hours that come with maintenance. Adding a fourth data source or going past 25 tracked metrics is a defined add-on, quoted and agreed before that work starts. Those hours also cover an updated attrition definition or an extra alert, and you can cancel any month.
Does this replace our HRIS or ATS?
No. It reads from the HRIS and ATS you already use through read-only access; it does not store or replace your system of record. Think of it as the reporting layer that turns data already sitting in those systems into a recurring, trend-tracked report.
What happens once the 30 days of HR Analytics support end?
You can move to monthly maintenance, or stop there with a fully working report and no ongoing commitment. Either way, the metric definitions, calculations and delivery schedule remain yours and keep running exactly as tested. Maintenance covers monitoring, fixes and change hours for new metrics, an updated attrition definition or an extra alert.
Guides on this topic
All guides Stop rebuilding the headcount spreadsheet by hand.
Order AI HR Analytics and get a recurring headcount, attrition and hiring report on a fixed delivery date. The scope above is what you get, in writing, before you pay.
Works well with
Employee Lifecycle
AI Performance Review Assistant
Drafts evidence summaries and structured review write-ups for managers. It makes no rating; the manager decides.
Employee Lifecycle
AI HR Assistant
Answers employee HR questions from your policies and routes requests.