How PeopleSignals works
From connection to first insights — 24 hours.
No IT help needed. No complex setup.
See PeopleSignals in action
Demo reflects a prototype. UI may evolve based on feedback.
Three steps to early warning
Connect your data sources
Integrate your HR systems in 15 minutes. No IT help needed — just OAuth authorization or API key.
What we connect:
- HRIS — BambooHR (first), Personio/HiBob/Workday (planned)
- Calendars — Google Calendar, Outlook (planned)
- Communications — Slack, Microsoft Teams (metadata only, planned)
- Surveys — built-in pulse surveys or import (planned)
Don't see your integration? Upload data via CSV.
System analyzes signals
PeopleSignals automatically extracts signals and calculates risk scores for each team.
What we analyze:
- Tenure distribution — length of service patterns
- Org changes — structure and role changes
- Time-off patterns — vacations and absences
- Meeting load — meeting hours pressure
- Survey trends — pulse survey dynamics
Privacy-first approach:
We don't read message content
We don't track screens or keystrokes
We don't build individual employee profiles
Metadata only and aggregates
Minimum group size — 5 people
Get warnings and take action
When the system detects elevated risk, you get an alert with full context.
What alerts include:
- Risk score (0-10) and its change
- Factors that influenced the score
- Trend for 30/60/90 days
- Specific recommendations for action
Where alerts arrive:
Slack
to your chosen channel
to the HR team
Dashboard
in real-time
Customizable thresholds: You decide at what risk level to receive notifications.
Data journey: from source to recommendation
Every step is transparent. You can always see which data was used and how the score was calculated.
Sources
HRIS, Calendar, Surveys, Slack
Signal Extraction
Metadata only, no content. Format standardization
Factor Calculation
Research-backed formulas. Transparent weights
Team Scoring
Team-level aggregation. Min 5 people per group
Explanation + Actions
Which factors contributed. What we recommend doing
What to expect after connecting
Connection
- OAuth authorization of sources
- First data sync
- Basic team setup
First insights
- Risk scores appear
- System builds baseline
- Confidence: LOW → MEDIUM
Data accumulation
- Confidence improves
- Trends become meaningful
- First actionable alerts
Full picture
- Confidence: HIGH
- Retrospective validation
- Calibration for your specifics
Connects with your existing HR stack
3 integrations available now · More coming in 2025
Don't see your system? Let us know — we prioritize based on demand.
Use cases
Preventing mass exodus
Situation: Engineering team shows elevated attrition risk
Signals:
- • 3 manager changes in 6 months
- • 40% of team with tenure < 6 months
- • Declining survey participation
Actions:
- Stabilize management
- Strengthen onboarding for new hires
- 1-on-1s with key people
Early burnout detection
Situation: Product team shows high burnout risk
Signals:
- • Meeting load > 30 hours/week
- • 70% of team without vacation > 90 days
- • Sick days up 50%
Actions:
- Calendar audit, cancel unnecessary meetings
- Mandatory vacation planning
- Redistribute workload
Monitoring after reorganization
Situation: After M&A or org change
Signals:
- • Sharp drop in engagement scores
- • Rising after-hours activity
- • Increased turnover rate
Actions:
- Communication campaign
- Additional 1-on-1s
- Role clarification sessions
Questions about how it works
Do I need IT help to connect?
No. Most integrations work via OAuth — you just authorize in your system. For API integrations, you just need a key. IT can help, but it's not required.
How often is data updated?
HRIS sync — daily. Calendars and Slack — every 4-6 hours. Pulse surveys — immediately after completion. Risk scores recalculate after each sync.
What if we have a non-standard HRIS?
You can upload data via CSV. We provide a template with required fields. There's also a REST API for automated imports.
How soon will we get useful insights?
First risk scores — within 24-48 hours. Meaningful trends — within 2-4 weeks. High confidence — within 2-3 months.
What do managers see vs HR?
HR Manager: Full access to all teams and settings. Team Manager: Only their team, no comparison with others. Executive: Summary dashboard for the company. Roles are flexibly configurable.
Ready to try?
Start with the free turnover cost calculator. Find out how much your company is losing.
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