01
Is it going up or down?
A score with direction and a target. "Up 0.4 this quarter" says more than any absolute number.
For CEO and leadership
Is your company getting stronger or more fragile in people?
An executive layer over the HR data you already have. One score, six components, and the path to where you act. No new system to install.
fictional company · illustrative numbersVetriz Logistics · 187 people · Q2 2026
People Performance Index
Watch · target 8.0
How the score is built: component, weight and contribution
Weighted total7.1
above the 8.0 target between 6.5 and the 8.0 target below 6.5, pulling the index down
How to read this index
Every component is normalized to the 0–10 scale and enters the score with a fixed, visible weight. Hover, tap or tab to a component to see its definition, time window and data source.
What the screen answers
Three questions, one screen, no HR jargon.
02
What's pulling it down?
Each component's contribution, on the same scale. You can rank causes, not just list indicators.
03
Where do I act?
From the company total down to the unit, the manager and the key people. No one leaves the screen without a place to act.
From score to action
Three clicks from the score to “talk to these two managers.”
Try it right here. It's the backbone of the product: summary first, detail on demand.
fictional company · illustrative numbers
The CEO's question
PPI 7.1, below the 8.0 target
The score rose 0.4 this quarter, but it's still in the watch band. The next step is knowing which component accounts for the distance to target.
7.1
index
+0.4
this quarter
8.0
target
Who it's for
HR feeds it. Whoever decides just reads it.
Choose your role and see the screen it opens on first login.
Are we getting stronger or more fragile in people?
Decides where to invest and which unit comes first.
CEO dashboardfictional company · illustrative numbers
Whole company, closed quarter
7.1
index
+0.4
this quarter
187
people
- Performance7.2
- Engagement6.3
- Retention6.8
- Leadership stability8.4
What the platform does
Six surfaces, one index.
Each one handles a piece of the HR workload and, along the way, feeds the number the CEO reads.
The index and the path to the unit
A 0-to-10 score with target, trend and coverage, that opens into component, unit, manager and key people.
Summary first, detail on demand.
Recommendation with an owner and a deadline
The priority read separates what to do now, what waits for the next cycle and what waits for later, with an owner on every line.
You leave the screen with a decision, not a chart.
360 performance review
Cycles with a self-review, the leader's view and the CEO's view, mediated by the manager, with an executive summary at close.
The cycle becomes index data, not a PDF gathering dust.
Engagement with an anonymity floor
Run the survey on the platform or import the one you already run in Excel and Google Forms, with a read by unit and by theme.
It uses what your company already answers today.
Career conversation by voice
The person talks, the system transcribes and pulls out aspiration, exit risk and a development plan.
Signal no form ever captures.
History rebuilt from the documents
The accounting folder goes in and history comes out: who joined, who left, who changed roles and who reported to whom.
An index in the first month, without waiting a year for new data.
How it starts
Three steps, and the first is sending what you already have.
You send the data you already have
The HR spreadsheet, payroll, the engagement survey, the review cycle. However your company keeps it, with no template to fill in first.
No new system to install
The engine rebuilds and calculates
Every number keeps the document it came from. Anything below the confidence threshold is flagged for review instead of becoming a guess.
Provenance on every line
You get the score and the path
The index, the six components, the heaviest unit and the recommendation with an owner. We spend half an hour on what showed up.
One meeting, your own data
What the AI sees
Findings no one inside can put together alone.
They require crossing units, isolating cause and reading time. Below, three classes of analysis the engine produces, with numbers from a fictional company to show what a finding looks like.
Class 01 · manager effect
Isolating leadership from the market
Two units with the same role profile and region: one at 78 engagement and 9% turnover, the other at 63 and 22%. The difference isn't the market.
Act on the right manager, not the whole unit.
Class 02 · cascade effect
The resignation that hasn't happened yet
The engine measures team exits after a manager leaves. At Vetriz, two at-risk managers have 14 people under them.
Stabilize before the effect, not after.
Class 03 · hidden cost
The growth you already paid for
To grow by 20 net positions, Vetriz hired 47 and lost 27. That's 2.3 hires per net opening.
See the leak behind the pretty number.
Privacy
People data, treated like people data.
- Each client's data is isolated at the database access layer: every query carries the client identifier, injected by that layer itself, not by the screen.
- The index uses no demographic data. Age, gender and race feed none of the six components.
- Engagement only shows once a slice clears the minimum number of respondents, so no one is identified by their own answer.
Access follows the role: a leader sees their own team, HR sees the company, and an individual engagement comment is never shown to the manager.
No. Surveys, reviews and career conversations run by link, no account. Only the people who read the dashboard need access.
You can export everything, and then your data is removed in full. Nothing is held back to force a renewal.
Questions
What people ask before the first conversation.
No. The platform is a read layer over the data you already have. The system your company runs today stays the source.
That's the normal case, not the exception. The importer takes the spreadsheet exactly as it is, proposes the column mapping and shows you what it understood before writing anything.
The 30-minute conversation already runs on your own data. Rebuilding the history from your documents takes days, not quarters.
A few dozen and up. Below that the index loses statistical meaning and the engagement anonymity floor blocks the read, which is deliberate.
No. It compares the company with its own target and its own past. A market benchmark would need a database nobody honestly has.
No. The person gets a link and answers, including by voice in career conversations. Accounts are only for whoever reads the dashboard.
No. It summarizes and prioritizes on top of numbers computed by code, and the text goes through a validator that rejects any number not present in the data.
Half an hour with your own data. You leave the conversation with your company's index, not with a sales proposal.
Thirty minutes with your data, not with our deck.
We take your current HR data and hand back your company's index. No install, no migration, no logins for the whole team.