You Outgrew Spreadsheets. Now Outgrow Guesswork.
The platform connects your HRIS, ATS, and performance systems into unified talent profiles, then delivers flight risk alerts, hiring intelligence, and skill gap maps. First insights in two weeks, not two quarters.
Six Intelligence Domains
One Platform. Six Answers You Need This Quarter.
Each domain runs on the same unified profiles and feeds outcomes back. Retention data sharpens hiring. Quality-of-hire recalibrates scoring. Skill gaps trigger learning. The platform gets smarter because every decision teaches it something.
- Hiring Intelligence
- Scores candidates against your actual top performers. Surfaces internal talent first. Tracks quality-of-hire at 30, 90, and 365 days so every decision improves the next one.
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- Retention Intelligence
- Scores flight risk weekly. Names the top three drivers behind each score. Recommends specific interventions matched to each person. Starts producing alerts within six weeks.
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- Succession Planning
- Scores readiness across six dimensions for your critical roles. Detects single points of failure. Generates reports with trended metrics and dollar-denominated risk.
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- Internal Mobility
- Matches open roles to internal candidates before you spend on agencies. Maps career paths from actual movement data. Shows employees where they can go next.
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- Learning & Development
- Maps skill gaps against role requirements across the org. Measures which training programs actually change performance numbers. Generates personalized pathways per employee.
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- Workforce Optimization
- Models restructuring scenarios with hidden costs included. Surfaces pay gaps before they drive attrition. Forecasts team composition so headcount planning uses data, not politics.
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Scaling breaks things. Meg shows you where.
From 200 to 1,000 people, the cracks show fast. Ask Meg about your people before small problems become big ones.
Common prompts (click to see!)
Meg AITrailing 12-Month Attrition Rate by Manager
Derek has lost 7 of 16 reports. Exit interviews cite 'micromanagement' and 'no career growth conversations' in 6 of 7 cases. Lisa's attrition is concentrated in her first 90 days — 4 of 5 exits were new hires who never onboarded properly.
Connects to the tools your team already uses
Impact at Your Scale
Built for the Speed Growing Companies Need
Three to five HR systems. One person managing them. The platform connects your HRIS, ATS, and performance tools through pre-built connectors and resolves employee identities across those sources. Unified view of every person in the org within two weeks of kickoff. No custom development. No six-month data warehouse project.
Predictive models start with industry benchmarks so intelligence works from day one. As your outcome data accumulates, models retrain quarterly. Flight risk alerts go live within six weeks. Hiring quality scoring starts with your first integrated requisition. By month twelve, prediction accuracy typically reaches 75-85%.
At $4 per employee per month, the platform pays for itself when it prevents three to four regrettable departures. A 1,000-person company covers the annual cost by keeping four senior contributors who were about to walk. Most mid-market organizations hit break-even in the first quarter.
- Time to First Insights
- 2 weeks
- Pre-Built Connectors
- 40+
- Year-One Model Accuracy
- 75-85%
- Break-Even Point
- < 90 days
Unified Talent Profiles
Replace Five Tabs of Spreadsheets with One Source of Truth
The platform builds profiles from performance reviews, assessments, credentials, and compensation data across your connected systems. Every data point weighted by who said it and when. One person, one profile, regardless of how many systems hold their data.
Growing organizations hit a wall when people data fragments across three to five systems. The HRIS knows who works here. The ATS knows who applied. The performance tool knows who delivers. Nobody has the connected picture. The platform resolves these fragments into unified profiles within two weeks of integration. Identity resolution handles the same person appearing as different records across systems. Schema normalization maps inconsistent job titles and levels into a common structure.
These profiles feed every intelligence domain. Hiring scores candidates against them. Retention monitors changes in them. Skill gap analysis measures against them. Connect once, run intelligence everywhere. No separate data project for each use case.
Retention + Hiring Intelligence
Predict Who Leaves. Know Who to Hire.
Flight risk alerts tell you which employees are drifting before the resignation letter arrives. Hiring intelligence scores candidates against your actual top performers, not generic job descriptions. Both start delivering within six weeks.
At 500-5,000 employees, every departure stings. Your HRBP senses risk through relationships, but intuition does not scale past 200 people. The platform scores flight risk weekly using compensation gaps, engagement trends, peer departure clusters, and manager quality. When a score crosses a threshold, the system names the top drivers and recommends specific interventions matched to each person.
Hiring quality is the metric mid-market companies cannot measure. You track source-of-hire but not source-of-successful-hire. The platform connects every hiring decision to 30, 90, and 365-day outcomes. Candidate scoring starts with semantic analysis of your top performers and retrains on your data. Within twelve months, you know which channels produce hires that perform and stay.
Built to Scale With You
Grows from 500 to 5,000 Without Adding HR Headcount
Start with HRIS and ATS integration. Add performance data next quarter. Layer in learning and engagement when ready. Each connected source sharpens intelligence across every domain. The platform scales with your complexity.
Growing companies face a specific trap: the HR team that worked at 300 people breaks at 800. The spreadsheet that tracked succession for 10 roles cannot track 50. The recruiter who screened every resume manually now has 500 applications per req. The platform absorbs that complexity so your team operates at scale without proportional headcount growth.
Intelligence compounds as your data grows. Flight risk models retrain quarterly on your actual departures. Hiring scores improve as quality-of-hire data accumulates. Skill gap analysis gets more precise with each performance cycle. A year of operation produces dramatically sharper results than month one.
What Growth Leaders Say
Intelligence That Scales with the Organization
Custom OCR, skill-mapping over 300,000 roles, and bias-reducing human-in-the-loop refinement are solid differentiators. Impressive early traction -123,000 profiles processed and 40 employer accounts.
Stevie Awards Judge
Technology Excellence Awards
Professional.me gives me a summary of each candidate with downloadable CVs. I reviewed three positions in two hours yesterday. On other platforms, that would take an entire day.
HR Manager
Private Enterprise, Gulf Region
We placed 3 candidates in a month. Saved nearly $50K in agency fees.
Hiring Manager
Deep Tech Research, Abu Dhabi
The results are there, even with the limited time I've spent on the platform. I'm sure spending more time and getting the team involved will surface even more great candidates.
Director
Technology Consulting, UAE
Custom OCR, skill-mapping over 300,000 roles, and bias-reducing human-in-the-loop refinement are solid differentiators. Impressive early traction -123,000 profiles processed and 40 employer accounts.
Stevie Awards Judge
Technology Excellence Awards
Professional.me gives me a summary of each candidate with downloadable CVs. I reviewed three positions in two hours yesterday. On other platforms, that would take an entire day.
HR Manager
Private Enterprise, Gulf Region
We placed 3 candidates in a month. Saved nearly $50K in agency fees.
Hiring Manager
Deep Tech Research, Abu Dhabi
The results are there, even with the limited time I've spent on the platform. I'm sure spending more time and getting the team involved will surface even more great candidates.
Director
Technology Consulting, UAE
I find it really easy to find strong profiles, saves lots of time.
Founder
Fintech Startup, Abu Dhabi
I'm thoroughly impressed by the revolutionary approach to workforce intelligence. The proprietary AI infrastructure, built from scratch and trained on hundreds of millions of data points, represents genuine innovation beyond typical HR tech solutions.
Stevie Awards Judge
Technology Excellence Awards
The results are excellent. I believe there's a real future for this platform, and I'm going to recommend it to everyone I know who runs a firm.
Ibrahim Haidar
Managing Director, General Engineering Company, Lebanon
We began interviews within 24 hours of creating our account.
Founder
Health Tech Startup, Abu Dhabi
I find it really easy to find strong profiles, saves lots of time.
Founder
Fintech Startup, Abu Dhabi
I'm thoroughly impressed by the revolutionary approach to workforce intelligence. The proprietary AI infrastructure, built from scratch and trained on hundreds of millions of data points, represents genuine innovation beyond typical HR tech solutions.
Stevie Awards Judge
Technology Excellence Awards
The results are excellent. I believe there's a real future for this platform, and I'm going to recommend it to everyone I know who runs a firm.
Ibrahim Haidar
Managing Director, General Engineering Company, Lebanon
We began interviews within 24 hours of creating our account.
Founder
Health Tech Startup, Abu Dhabi
Common Questions
What Growth-Stage Buyers Ask First
Direct answers for VP People, Heads of Talent, and technical teams evaluating talent intelligence at the mid-market scale.
- Do we have enough data for the predictive models to work?
- Scoring starts with industry benchmarks and semantic analysis from day one. You do not need historical outcome data to begin. As your data accumulates, models retrain quarterly. A 500-person company with one year of performance and turnover data typically reaches 75-85% prediction accuracy by month twelve.
- How long before we see actual results?
- Unified dashboards and pipeline analytics go live within two weeks. Flight risk alerts start by week six. Quality-of-hire scoring produces first results at month three. Full optimization with calibrated models matures between months nine and twelve. Each month delivers more than the last.
- Which HR systems does the platform connect to?
- Pre-built connectors cover BambooHR, Greenhouse, Lever, Workday, Lattice, Culture Amp, Workable, SmartRecruiters, and 40+ more across HRIS, ATS, PMS, LMS, and compensation platforms. Most mid-market integrations complete in under two weeks.
- Does it replace our existing HR tools?
- No. The platform sits above your stack as an intelligence layer. Data flows in from your systems. Intelligence flows back through alerts, scores, and dashboards. Your teams keep working in the tools they know. Nobody learns a new system for day-to-day work.
- What does it cost for a company our size?
- Pricing starts at $4 per employee per month. For a 1,000-person organization, that is $48K annually. The platform pays for itself by preventing three to four regrettable departures. Most mid-market organizations hit break-even within the first quarter.
- Our HR team is small. How much work is implementation?
- Foundation integration takes two to three weeks with minimal HR team involvement. The platform handles connector setup, data mapping, and identity resolution. Your team reviews the output and configures business rules. Ongoing maintenance is near zero because sync and error recovery run automatically.
- How does the platform handle data privacy?
- SOC 2 Type II certified. GDPR-compliant with right-to-erasure propagation. Field-level encryption at rest and in transit. Role-based access with full audit logging. No email or message content is read. Engagement data enforces minimum cohort sizes to protect anonymity.
Bring Your Toughest People Question to the Demo
Flight risk you cannot see yet. Hires that underperform. Skills you need but cannot find internally. Show us the problem. We will show you what the data says.