Workforce intelligence, fully managed.
We deploy the platform, configure the data, and write the reports. You receive a briefing your leadership team actually reads — every week, in plain language.
Workforce Productivity Core.
Every engagement starts here. Time, attendance, productivity scoring, focus time, and workload balance — written into a daily, weekly, and monthly report your managers actually open.
Captured data
Time, attendance, productivity scoring, focus time, and workload balance — instrumented across roles and sites.
Written report
Daily, weekly, and monthly briefings in plain language — what's working, what's slipping, and what needs your attention this week.
Issues flagged
Thresholds you control. Exceptions surface with context — not as a raw alert stream that gets muted by Friday.
Choose any. Each extends the same report.
Modules layer onto the Base — same briefing, same cadence, more of the picture. Most engagements start with the Core plus Payroll & Labor and Meeting Cost & Effectiveness.
Payroll & Labor Cost
Joins labor cost to productivity: cost-adjusted productivity, labor efficiency, overtime cost, and cost per output — figures no single tool gives you alone.
Production & Throughput
Connects your task system (ClickUp, Asana, Jira, Monday): task completion, cycle time, throughput, overdue aging, and where work gets stuck.
Quality Control
Defect, error, and rework rates next to QA scores — and the quality-versus-throughput tradeoff, broken out by team.
Financial / P&L Review
Ties workforce data to department cost and margin, including labor as a share of revenue. Connects to QuickBooks, NetSuite, or Xero.
Meeting Cost & Effectiveness
Puts a dollar figure on meeting load: loaded salary cost by team and recurring series, worst-ROI standing meetings, and meeting time vs. focus time.
Requires Payroll & Labor CostManagement KPIs
Performance KPIs for your senior managers — the leadership accountability layer, tied back to the same operational data.
Activates after ~8 weeks of baseline dataIf this feels like the right fit, here's how to start a conversation.
A short, working call. Thirty minutes. We learn how your operation runs today, where leadership lacks visibility, and whether the kind of engagement we deliver lines up with what you actually need.
Written for the person reading it.
Two perspectives on the same data. Managers see the operational detail; executives see the synthesis.
Manager
IncludedThe operational report for department and front-line managers — the Base plus any selected modules.
- The Base report at daily, weekly, and monthly cadence
- Every selected module, written into the same briefing
- Exception flags with operational context
- Trend deltas versus prior week and prior month
Executive
Add-onStrategic synthesis for the C-suite: cross-department rollups, efficiency scoring, prioritized actions, and executive review calls.
- Cross-department rollups and efficiency scoring
- Prioritized actions for the leadership team
- Quarterly executive review call
- Board- and investor-ready KPI delivery
A deliberate sequence.
We don't drop a tool and leave. We install the data foundation, then write the reports, then layer in AI-driven analysis — in that order, because the order matters.
Track
Foundational workforce tracking — installed, integrated, and verified against your operation's reality.
- Time and attendance across roles and sites
- Productivity capture tied to existing tooling
- Data-hygiene review before anything is automated
Report
Automated daily, weekly, and monthly management reports — the deliverable your leadership team actually opens.
- Configured cadences for managers and executives
- Exception flagging with thresholds you control
- Narrative summaries, not raw dashboards
Optimize
Once the data is reliable, we layer in AI-driven analysis that recommends specific operational improvements.
- Pattern detection across productivity signals
- Forecasting for staffing and capacity
- Quarterly recalibration as the operation evolves
Ready to scope your engagement?
Pricing is scoped to your team size — no fixed tiers. One conversation is enough to map the right Base and modules for your operation.
Book a scoping call →When workforce intelligence is not the right fit.
We turn engagements down. We've seen this work fail when the conditions aren't right, and it doesn't help anyone to take a contract that's going to disappoint. Here are the three patterns where we'll usually point you elsewhere.
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You're under 50 employees
The math doesn't work yet. Under 50 people, your leadership team can still see most of the operation directly. The cost of installing structured tracking and automated reporting outweighs what you'd recover. Come back when you cross 50.
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Your real problem is strategy, not execution
If you don't know what business you should be in, no amount of workforce tracking will tell you. We help companies execute better on a clear plan. We don't help companies figure out the plan. If "what should we be doing?" is the open question, you need a different kind of advisor first.
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Leadership isn't willing to act on what the data shows
This one's hard to say, but we'll say it. If the data is going to surface uncomfortable truths and leadership isn't ready to make decisions on them, the reports become wallpaper. Don't engage us. Engage the conversation that has to happen first.
The objections we hear most, answered directly.
We'd rather you read the honest answers here than wonder about them on the call.
Honestly, this sounds expensive. Is it worth it?
Fair concern — every dollar matters. The reframe: you're already paying for workforce reporting today. Your managers are running it manually at five to ten hours a week. That's salaried labor pointed at spreadsheets instead of customers, hiring, or coaching.
The right comparison isn't "engagement cost vs. zero." It's engagement cost versus what manual reporting already costs you, plus the AI shelfware your foundation can't yet support.
Can we just build this ourselves?
Some companies do. The question isn't whether you can — your team is capable. It's whether building structured workforce tracking and an automated reporting pipeline is the highest-value use of your internal team's time right now.
In our experience, the in-house build gets to 60% and stalls there for a year because the people running it have day jobs. We come in with proven products and a delivery model that gets you to a working report in weeks, not months.
We tried BI tools (Tableau, Power BI, Looker) and they didn't stick. Why is this different?
BI tools are dashboards. They assume someone in your organization will log in, slice the data, and turn it into an answer. In a mid-market company, that person is rarely available — your managers are already at capacity.
Workforce intelligence delivers the report pre-analyzed. Nobody logs in. The exception flags are already on the page. The conversation moves to decisions because the analysis already happened.
How long until we see something real?
Tracking foundations install in 2 to 6 weeks depending on company size and existing systems. The first management report typically lands by week 6 to 8. Full Intelligence engagements with AI layered in mature over the first quarter.
We can be more specific once we know your starting point — that's part of what the first call is for.
See what workforce intelligence looks like for your company !
The first conversation is short: thirty minutes, no pitch deck. We'll ask how your operation runs today, where the visibility gaps are, and whether the kind of engagement we deliver lines up with what you actually need. If it doesn't, we'll tell you that.