We turn human sustainability into a measurable, forecastable, financial signal — so leaders can act on prevention, not post-mortems.
Surveys arrive once a year. Attrition reports tell you who's already gone. Leaders are flying on instruments that only point backwards.
People data records what already happened — never where a team is heading next quarter, or what it will cost.
Turnover, absence and lost productivity compound quietly. By the time finance sees the number, the damage is done.
"People feel stretched" doesn't survive a budget meeting. Leaders need a metric the board and their people can all trust.
A value most leaders already hold — turned into a system they can actually run.
We're a people-risk intelligence company. We build the measurement, forecasting and financial layer that lets organisations treat human sustainability with the same rigour as revenue and operational risk.
Our conviction: how work is designed — not how resilient individuals are — decides whether people and performance hold up over time.
At the core is the Human-First Sustainability Index (HFSI™) — measure, forecast, quantify, act.
A 48-item diagnostic scores five pillars into one banded HFSI per team and org-wide.
A transparent model projects each pillar forward — with optional reorg, freeze and crunch stress-tests.
Turns the trajectory into annual exposure — turnover, absence, presenteeism, lost productivity.
Flags the teams and pillars trending toward high-risk — and the cost of crossing the line.
Toggle prevention levers and watch projected score, exposure and ROI move in real time.
Every result ships with prioritised interventions and a ready-to-run 90-day plan.
Each pillar scores 0–100 and bands Low (80+) · Moderate (60–79) · High (<60). The same items feed the scan, the forecast and every euro figure.
Not another survey on the stack — a shift in when leaders find out something is wrong: from after, to before.
Give every leader a forward view of people-risk with enough lead time to act.
Translate culture into the language of the business, so prevention earns its budget.
Move from individual resilience to how work is organised — where the real leverage sits.
Aggregated, anonymous and built to support GDPR obligations from day one. Intelligence that protects people.
If you're accountable for performance, retention and how your organisation works — this is your instrument panel.
Trade annual scores for a live read on every team — and walk into reviews with evidence.
Protect culture and velocity as you scale. Catch the cracks before they become attrition.
See people-risk as a quantified line item — and defend prevention spend with hard ROI.
Know which pillar is dragging your team, and get a 90-day plan to fix the work.
One lightweight adapter per system, or fully standalone with no integration at all. You choose.
Structure, headcount and cost data sync from your system of record. Insights push back into the tools your leaders already live in.
No HRIS, no problem. Run the full diagnostic, forecast and financial model on its own — ideal for a fast pilot or a single function.
A short, anonymous 48-item scan — or sync straight from your HRIS. Six-respondent minimum keeps it aggregated.
Scores, hotspots, trajectories and euro exposure in one live dashboard you can drill into.
Toggle prevention levers to see score lift, exposure avoided and ROI — the case builds itself.
Hand leaders a prioritised plan, then re-measure to prove the number moved.
Each pillar is projected from its recent trend with decaying momentum and mild mean-reversion, then adjusted by stress-tests and lever ramp-in. Transparent and reproducible — never a black box.
The financial layer follows a published formula shape — turnover, absence, presenteeism, productivity. Coefficients are defaults you calibrate to your own history. Lead with trajectory and delta, not a single estimate.
Reports stay aggregated (six-respondent minimum), answers are anonymous, identifiers are salted pseudonyms. We help you add a lawful basis and employee-rep consultation before going live under GDPR.
We apply privacy-by-design and privacy-by-default principles — data minimisation, role-based access, encryption, retention management and transparent processing — to help organisations meet their data-protection obligations while keeping full control of employee and candidate data.
As a processor of personal data, we operate under a Data Processing Agreement and maintain technical and organisational measures aligned with GDPR requirements. Reports are aggregated and anonymised, never tied to identifiable individuals.
Explore the live demo, then book a short walkthrough — we'll show the People-Risk Radar on your real teams, connected to your HRIS or standalone.