Root cause attrition
Find the why behind turnover — by manager, tenure, location, or pay band, not just the headline rate.
Turnover by manager, tenure band, location, pay band, and exit reason.
Solutions
Whatever your leadership team is about to ask, start here.
Employee Cycle is one platform, but the question you’re trying to answer depends on your role, your industry, and how many people you have. Find yours below.
Common use cases
The questions HR teams bring us first.
Six things people almost always want to know before anything else.
Workforce cost & ROI
Track your largest expense live, and show what the spend is actually returning.
Labor cost by department, cost per hire, and spend against headcount plan.Headcount & cohorts
Who you have, where they sit, and how that’s changing quarter to quarter.
Headcount by location and level, growth rate, and cohort retention curves.Lifecycle & succession
Hire to exit, mapped — including who’s moving internally and who’s stuck.
Internal moves, promotion rates, time in role, and bench depth.Equity & compliance
Pay gaps, EEO-1, and audit-ready reporting on definitions you set once.
Pay gaps by gender and ethnicity, representation by level, EEO-1 cuts.People data health
Trust every number you share, with quality checks running on every sync.
Completeness by field, records flagged, and which system they came from.
By user type
Different seats, different questions.
The same platform, permissioned so everyone sees what they need and nothing more.
HR analysts & HRIS admins
Build the report once and automate the asks, instead of rebuilding it every month.
Build once, share permissioned views, and stop rebuilding the monthly pull.HR leaders
Walk into the leadership meeting with the workforce story already told.
Board-ready headcount, turnover, and cost views that refresh on their own.Finance teams
Labor cost clarity in real time, on the same numbers HR is working from.
Labor cost live, reconciled to the same headcount HR is reporting.Business leadership
Self-serve answers about your own people, with zero tickets to anyone.
Your own team’s headcount, turnover, and hiring — without asking HR.UKG & HR consultants
Deliver analytics to your clients without building a reporting practice first.
Stand up analytics for a client in a day instead of a quarter.
By business type
Built for how your workforce actually operates.
Shift patterns, multiple sites, and regulatory pressure change what reporting has to do.
Multi-location operators
Retail, banks, clinics, and franchises — compare sites on the same definitions.
Site-by-site comparison on identical definitions, plus regional rollups.Shift & hourly workforces
Manufacturing, food service, and hospitality, where turnover moves week to week.
Early tenure attrition, overtime, and absence alongside headcount.Regulated industries
Financial services, healthcare, and public sector — audit-ready by default.
Audit-ready exports, permissioned access, and a documented data trail.Multi-entity organizations
Holding companies, PE portfolios, and staffing groups that roll up across entities.
Entity-level views that roll up to a group number nobody disputes.
By size
Priced and scoped to your headcount.
The platform is the same at every size. What changes is the shape of the problem.
Growing teams
Get out of spreadsheets before the habit sets in, without hiring an analyst to do it.
Mid-market
Enough people that manual reporting has stopped scaling, and enough questions to prove it.
Enterprise
Multiple systems, multiple entities, and a leadership team that expects one number.
Not sure which fits?
Bring us the question you keep getting asked.
Most teams arrive with one stubborn question they can’t answer quickly. Tell us yours and we’ll show you what it looks like on your own data.
14-day trial · No credit card · Starts with a guided walkthrough