Who makes it through hiring?
Compare side-by-side funnels from application to starting work. Inspect stage conversion, recorded exits and data completeness.
Explore this example ↗Workforce intelligence
See the signal. Choose the next move.
Where is the talent? Who can access opportunity? What is making change harder? Explore ten interactive views that connect people data with decisions.
Fictional data. Real-world questions. These are newly built demonstrations informed by reporting and delivery approaches from James’s executive and consulting experience. All figures, periods, groups, and project details are invented. They are not client results, original client systems, or live reports. Each view uses a separate sample dataset; Census links explain source choices and do not supply the displayed benchmark values.
A closer look at talent decisions
Follow the whole talent journey.
Start with one question, then explore the interactive examples below. Every displayed value is invented.
What happens after the hire?
Use a transition matrix to compare advancement, same-level moves and exits by starting level, gender and race/ethnicity.
Explore this example ↗Who can afford to participate?
Compare benefit enrollment, actual usage and contribution burden by income band, with funding scenarios.
Explore this example ↗Explore the examples
What a useful system includes
The view is only
part of the work.
We start with the decision you need to make, then agree on the evidence, the measures, and the review rhythm.
Definitions people trust.
Agree on populations, periods, denominators, and data quality before comparing results.
Interpretation with context.
Show what the pattern suggests, what it cannot explain, and the next question to investigate.
Accountability that travels.
Connect priorities to an owner, a next step, and a decision date so reporting leads to action.
About these demonstrations
These examples show possible reporting structures and interactions. Historical materials informed the choice of questions: workforce trends and employee experience, hiring and advancement, and phased project delivery. The interface, wording, calculations, and sample datasets shown here were newly created for Palagn.
No source screenshots, source workbooks, employee records, internal links, original organization identifiers, or historical results are included. Reconstructed examples demonstrate an approach and do not assert that James personally authored every component of the historical systems.
The deliverable
Every view should end in a brief.
A People Data Decision Sprint turns one pressing workforce question into analysis, a clear visual and a decision brief your executive team can act on.
Decision briefIllustrative · invented data
- Decision
- Where should we focus retention effort this year?
- Finding
- Employees in years one to three report 62% favorable engagement, against 86% in their first year. Voluntary exits cluster in the same group.
- What the data cannot say
- Why. Listening sessions in two units can explore manager support and other possible explanations.
- Recommended move
- Redesign manager check-ins for years one to three and pilot them in two units.
- Owner and review
- VP of Operations · 90-day readout to the executive team
What decision is your dashboard missing?
Start with one workforce question, or one plan that needs clearer follow-through.