Talent360 reads how people move through a company: where they came from, where they went, who moved up, and who left. Almost no firm can see its own ladder. That is the whole opportunity.
Most hiring problems start as one of three things. They need very different work. We name all three before we look at your data.
Your peers show the same problem. The shortage is real, and nothing you change inside fixes it. What you need is more flow of people.
Your leavers go to a few named places. That is not drift. It is a funnel. Someone is winning, and you can see who.
You do worse than your peers, and leavers scatter everywhere. Nobody is taking them. They are just leaving, and that is a question about the firm.
| The read | What it tells you |
|---|---|
| Demand | The open jobs by name, with level and place. Totals from job sites are only a guide. |
| Shape | How much senior bench you have for each junior person. |
| Flow | Where leavers land. A few places means a rival is winning. Scattered means the cause is inside. |
| Physics | How many people gain a level by leaving, plus tenure and early exits. |
| Sentiment | What employees say in public, by level. |
Pointed at your own records, it adds two more: which managers are succeeding, and where your pay sits.
| Grade | What it may be used for |
|---|---|
| Census: the full group | Comparing rates between firms |
| Filtered: a search with filters | Patterns inside one firm. Never compared across firms. |
| Aggregator: third-party counts | Direction only |
| Anecdote: fewer than ten people | Color. Never a claim. |
We report what failed. Anything that did not survive a test is shown as failed. A named limit is a strength in a conversation. A hidden one is a problem the moment you ask.
Luxury hotels keep managers no longer than anyone else. People who got a second job inside the company stayed far longer. A few employers hold most of the leader seats. Read more in Knowledge →
Twenty minutes. If the answer is the market, we will say so.