HR & People Decisions
Autonomous workforce intelligence with continuous monitoring, digital twins, and causal reasoning
Go beyond dashboards. DecisionLedger combines 40+ HR decision models with a persistent workforce digital twin, continuous organizational health monitoring, real-time labor market feeds, and policy-driven autonomous actions - turning your HRIS data into a self-healing people strategy engine.
Challenges We Solve
Common pain points that structured decision models eliminate.
Flight Risk Blind Spots
Key talent leaves before you see it coming. Attrition models score risk with 7+ explainable signals, and the continuous monitoring service alerts you the moment risk patterns emerge - not next quarter.
Pay Equity Exposure
Compensation gaps create legal and brand risk. Analyze compa-ratios, detect pay compression, and model equitable adjustments - with causal models that trace root causes, not just correlations.
No Forward-Looking View
You know where your workforce is today. The workforce digital twin lets you simulate layoffs, hiring surges, compensation changes, and reorgs before they happen - with Monte Carlo confidence intervals.
Disconnected from the Market
Internal data alone misses the picture. Talent market intelligence feeds BLS earnings, job openings, and salary benchmarks directly into your models so decisions reflect real labor market conditions.
Agent Orchestration in Action
Autonomous AI agents collaborate to detect, diagnose, and resolve workforce issues - with human-in-the-loop guardrails at every step.
Detects engagement signal shift from HRIS sync
Monitors canonical HR data after every Workday/BambooHR webhook. Automatically evaluates whether signal change exceeds threshold.
Scores 180 Engineering employees for flight risk
Runs attrition_risk_model with 7 weighted signals: compa-ratio, tenure, engagement, manager rating, promotion recency, performance trend, growth opportunity. Identifies 14 employees scoring above 0.55 (HIGH tier).
Runs 3 diagnostic models in parallel
Executes manager_effectiveness_risk_index, burnout_workload_risk, and pay_compression_detector simultaneously. Cross-references results to isolate causal drivers.
2 of 3 agents agree on root cause: manager quality
Multi-agent consensus voting requires quorum before high-impact recommendations. Manager effectiveness scored as primary driver (effect size 0.52).
Generates intelligence briefing with intervention plan
Synthesizes all model outputs into a prioritized action plan. Ranks 14 at-risk employees by combined flight risk and regret score. Estimates $2.1M retention cost savings. Routes to VP Engineering.
Built-in Guardrails
Monday Morning Intelligence Briefing
This is what your CHRO sees every Monday at 6 AM - automatically generated from 25+ model outputs, zero analyst hours required.
WORKFORCE INTELLIGENCE BRIEFING
Generated: Mon May 19, 2026 6:00 AM ET · 2,000 employees across 20 departments
14 employees scored HIGH RISK (>0.55) - up from 8 last week.
- Compa-ratio below market (avg 0.89 vs 1.0 benchmark)
- Manager turnover rate elevated (0.22 in Eng vs 0.10 org avg)
- Growth opportunity scores declining (3.2 to 2.8 over 90 days)
Estimated replacement cost if all depart: $3.4M. Intervention plan attached with 3 recommended actions.
Regression analysis detected 8.2% unexplained gender pay gap controlling for job_level, tenure, performance, and location.
- Affected employees: 23 (Female, IC3-IC4 band)
- Remediation cost estimate: $187K
- Exceeds 5% threshold per company policy
Full pay equity report attached. Legal review recommended.
12 employees scored CRITICAL (>75/100). Avg weekly hours: 54 vs 42 org benchmark. Avg days since last PTO: 67.
- Pulse survey workload flag triggered for 8 of 12 employees
- 3 employees have had zero PTO in 90+ days
burnout_workload_risk model run #R-4821 attached.
0 ready successors identified (bench strength: CRITICAL). 2 developing candidates with years-to-ready of 2.0 and 3.5.
- Competency gaps: Financial Acumen (gap: 3.0), Strategic Thinking (gap: 2.5)
succession_readiness model run #R-4819 attached.
Gap index: 42/100 (CRITICAL). Required proficiency level: 5, current average: 2.0. Market availability: SCARCE.
- Time to develop internally: 12 months
- Only 2 employees currently at proficiency level 3+
Recommended: external hiring for 3 senior ML roles.
| Metric | This Week | Prior Week | Trend |
|---|---|---|---|
| Headcount | 2,000 | 1,987 | ↑ |
| Attrition Rate (ann.) | 14.2% | 13.1% | ↑ ⚠ |
| Avg Compa Ratio | 0.98 | 0.97 | ↑ |
| Engagement Index | 67.8 | 69.2 | ↓ ⚠ |
| D&I Index | 71.5 | 71.0 | ↑ |
| Open Requisitions | 47 | 42 | ↑ |
| Avg Time-to-Fill | 38 days | 36 days | ↑ |
Use Cases
How teams use DecisionLedger to make better decisions.
Continuous monitoring detects a 15% engagement drop in Engineering before quarterly surveys surface it. The orchestration engine automatically runs the attrition risk model, identifies 12 flight-risk engineers, and escalates an intervention plan to the VP with causal root-cause analysis.
Caught and addressed a retention crisis 6 weeks before it would have appeared in survey data
Uses the workforce digital twin to simulate a 4% comp adjustment targeted at below-market roles. The twin projects attrition impact across 500 Monte Carlo iterations while talent market intelligence confirms which roles are genuinely below-market based on live BLS salary data.
Optimized a $2M comp adjustment to maximize retention ROI with 90% confidence interval
Reviews the causal evidence registry to build a board presentation showing that management quality (effect size 0.52) and career development investment (effect size 0.38) are the two strongest retention drivers in their industry - backed by peer-reviewed causal models, not opinion.
Secured board approval for a $500K manager development program with causal ROI projections
Sets up orchestration policies so that every attrition risk model run with a department scoring above 25% projected turnover automatically triggers a digital twin scenario, compares intervention options, and routes the top 3 to the HRBP - no manual triage needed.
Reduced time from risk detection to HRBP action plan from 2 weeks to same-day
From 2 Weeks to Same-Day
See how agent orchestration compresses an 8-week manual process into same-day resolution.
Manual Process
8 weeks
3 analysts, 120+ hours
With DecisionLedger
Same day
0 analyst hours, fully audited
Measurable Impact
Based on platform benchmarks across early adopters.
Attrition Detection
Quarterly survey lag
Continuous 24/7 monitoring alerts
Scenario Planning
One-off spreadsheet models
Persistent digital twin with Monte Carlo
Market Awareness
Annual salary survey purchases
Live BLS/JOLTS data feeds
Decision Autonomy
Every recommendation needs manual review
Policy-driven auto-approve with guardrails
Bias Audit Compliance
Annual manual audit ($80K consultant)
Continuous automated audits with WORM archival
Regretted Attrition
All departures treated equally
Flight risk x regret scoring separates costly from expected
Workforce Planning
6 analysts, 3 weeks, 1 spreadsheet
6-model plugin chain, same-day, Monte Carlo confidence
Compliance on Autopilot
Every HR decision model includes built-in regulatory compliance checks. Always audit-ready, never scrambling before a review.
NYC Local Law 144
Automated annual bias audits for AI-assisted hiring and promotion decisions, archived to immutable WORM storage
EU AI Act
Automatic high-risk AI classification with Article 9-15 compliance checks for HR decision models
EEOC Four-Fifths Rule
Built-in disparate impact analysis across 6 protected attributes with continuous demographic parity monitoring
Pay Transparency Laws
Multi-state pay equity regression controlling for legitimate factors, with remediation cost modeling
FMLA / ADA
Automated eligibility determination with 20+ state statute coverage and rolling 12-month history tracking
ERISA
Benefits compliance logging per eligibility determination with full audit trail for plan administration
OFCCP / AAP
Affirmative action plan data with adverse impact analysis and applicant flow reporting
Immutable Audit Trail
Every model run archived to S3 Object Lock WORM storage - tamper-proof records for litigation holds and regulatory review
Built for Autonomous HR Intelligence
Five platform capabilities that turn passive analytics into a proactive, self-healing workforce strategy engine.
Workforce Digital Twin
A persistent, versioned simulation of your entire workforce - rebuilt automatically after every HRIS sync. Branch what-if scenarios, run Monte Carlo simulations, and compare projected attrition, engagement, and cost impact across departments.
Continuous Org Health Monitoring
Background scheduler collects signals from your canonical HR data every few hours, runs the organizational immune system model, and generates severity-classified alerts when engagement drops, turnover spikes, or pay equity drifts.
Talent Market Intelligence
Live feeds from BLS employment statistics, salary benchmarks, and JOLTS job openings data. Your models automatically factor in external labor market conditions - not just internal HRIS snapshots.
Causal Evidence Registry
Version-controlled causal DAGs with effect sizes, confidence intervals, and peer reviews. Know that benefits satisfaction drives nursing retention (effect size 0.40, n=35,000) - not just that they correlate.
Policy-Driven Orchestration
Define rules that fire after every model run: auto-approve low-risk recommendations, escalate high-risk actions for human review, trigger notifications when KPIs breach thresholds. Kill switch and rate limits built in.
The HR Automation Stack
Six end-to-end automated workflows that chain multiple decision models together. Each pipeline runs autonomously with governance gates.
Compensation Review
Annual cycle or event-driven
Budget-optimized raises with equity compliance, auto-submitted for approval
Workforce Planning
Quarterly
Full headcount plan with risk-adjusted projections
Attrition Response
Continuous monitoring
Same-day intervention plans for flight risks
Onboarding
HRIS new hire event
Automated onboarding with early departure detection
Leave Management
Employee request
Compliant leave processing in minutes, not days
Compliance Monitoring
Continuous
Proactive compliance alerts before violations occur
Built for Every People Leader
Whether you lead the function or the analytics, DecisionLedger delivers the outputs your role demands.
For the CHRO
- Weekly intelligence briefings synthesizing 25+ model outputs into one page
- Board-ready workforce risk reports with causal evidence, not just correlation
- Real-time compliance posture across NYC LL144, EU AI Act, and EEOC guidelines
- Autonomous actions with kill switch - delegate routine decisions to agents with confidence
For the VP of Total Rewards
- Pay equity regression across 6 protected attributes, controlling for legitimate factors
- Monte Carlo cost projections (P10/P50/P90 confidence bands) for compensation planning
- Live BLS/JOLTS market benchmarks - no more paying $50K for annual salary surveys
- Compa-ratio optimization under budget constraints with retention ROI scoring
For the Head of Talent
- Regretted attrition scoring separating expected from costly departures
- Succession bench strength by critical role with competency gap analysis
- Internal mobility matching before external recruiting - find hidden talent
- New hire early warning system at Day 30/60/90 to catch onboarding failures
For the People Analytics Lead
- 40+ models ready to run - no 6-month implementation or consultant dependency
- Full SHAP explainability on every model output for stakeholder trust
- Bias audit automation that satisfies legal review (LL144, EEOC four-fifths rule)
- Persistent workforce digital twin for always-on what-if simulation
Connects With
Part of 150+ native integrations across CRM, marketing, finance, HR, ecommerce, and analytics
Workday
BambooHR
ADP
UKG
SAP SuccessFactors
Gusto
Rippling
Paylocity
Dayforce
Greenhouse
Lever
PaycomWorkdayBambooHRADPUKGSAP SuccessFactorsGustoRipplingPaylocityDayforceGreenhouseLeverPaycomFeatured Models
Pre-built decision models ready to run with your data.
Hiring Plan Optimizer
Optimizes hiring plans balancing growth targets, budget constraints, capacity risk, and workforce availability to produce actionable hiring recommendations with quantified tradeoffs.
Attrition Risk Model
Identifies employees at high risk of voluntary attrition using deterministic weighted-signal scoring (7 explainable risk signals), ML classification (when historical data available), Cox survival analysis (predicts when employees will leave), and SHAP explainability. Includes per-employee risk tiers, top drivers with plain English, department rollups, and full governance artifacts.
Burnout & Workload Risk
Predicts near-term burnout or workload risk for an employee population using weighted normalized factors. Returns risk scores, levels, primary drivers, interpretable flags, and optional segment rollups. Designed as an MVP deterministic model with a clear path to calibrated ML (logistic/GBM) using historical outcomes.
Compa Ratio Optimizer
Compa-ratio and market positioning optimizer. Calculates employee compa-ratios against market benchmarks, identifies under/over-market positions, and recommends budget-constrained salary adjustments to align compensation structures with target market positioning.
Diversity & Inclusion Index
Computes a composite diversity and inclusion index across multiple dimensions with weighted scoring, gap analysis, and target benchmarking.
Employee Engagement Analysis
Analyzes employee engagement across survey dimensions with weighted scoring, driver analysis, at-risk segmentation, and actionable improvement recommendations.
Internal Mobility Optimizer
Match employees to internal roles and growth paths using linear programming optimization.
Manager Effectiveness Risk Index
Identifies managers who are becoming risk multipliers rather than stabilizers by analyzing attrition patterns, span of control, team churn, and tenure composition. Produces risk tiers and intervention recommendations.
New Hire Early Warning
Detect early churn and failure-to-ramp risk in the 0-180 day window.
Pay Compression Detector
Detect pay compression and inversion anomalies that create churn risk.
Pay Equity Analysis
Statistical pay equity analysis using regression-based methodology. Identifies unexplained pay gaps across protected classes while controlling for legitimate business factors like job level, tenure, performance, and location.
People Cost
Projects total compensation and benefit costs across the workforce. Calculates fully-loaded employee costs, applies planned raises by department, prorates new hires, and applies inflation to produce monthly and annual cost forecasts with department-level breakdowns.
Regretted Attrition Model
Identifies employees at risk of voluntary departure where the loss would be regretted by the organization. Combines flight risk probability with regret-weighted impact scoring to prioritize retention interventions.
Skills Gap Analysis
Analyzes workforce skills gaps by comparing required competency levels against current proficiency, with weighted criticality scoring, development prioritization, and readiness assessment.
Span of Control Optimizer
Analyzes organizational management structures to identify over-spanned, under-spanned, and optimally-spanned managers. Calculates potential cost savings from consolidation, identifies deep hierarchies, and generates actionable recommendations for flattening and rebalancing reporting lines.
Succession Readiness Model
Evaluates organizational succession readiness by scoring candidate preparedness against critical role competency requirements using MCDA weighted-sum methodology.
Workforce Digital Twin
Creates a simulation twin of your entire workforce to run what-if scenarios - restructurings, policy changes, market shocks - and see projected impacts on attrition, cost, productivity, and engagement before making real changes.
Talent Market Intelligence
Aggregates external labor market signals - compensation benchmarks, talent availability, competitor hiring patterns - to score your competitive position and recommend adjustments to hiring strategy, compensation, and employer brand.
Predictive Policy Lab
Simulates the workforce impact of proposed HR policy changes before implementation. Models adoption curves, compliance rates, attrition effects, and cost implications across scenarios to identify unintended consequences and optimize policy design.
Causal Decision Intelligence
Builds causal graphs from organizational data to distinguish correlation from causation in business metrics. Identifies true drivers of outcomes, estimates intervention effects, and prevents costly decisions based on spurious correlations.
Organizational Immune System
Detects and responds to organizational threats - toxic culture patterns, process failures, compliance drift - using an immune system metaphor. Classifies threats, measures organizational antibody strength, and recommends targeted responses before problems become systemic.
Regulatory Impact Forecaster
Forecasts how upcoming regulatory changes will impact the organization across compliance cost, operational disruption, and strategic opportunity dimensions. Scores exposure by business unit and recommends proactive adaptation strategies.
How It Works
Three steps to structured, auditable decisions.
Connect & Build Your Twin
Import from your HRIS (Workday, BambooHR, ADP) or upload CSV. DecisionLedger automatically builds a persistent digital twin of your workforce that stays in sync with every HRIS update.
Monitor, Model & Simulate
Continuous monitoring watches for org health threats 24/7. Run 40+ HR models on demand, simulate what-if scenarios on your digital twin, and ground decisions in causal evidence and live market data.
Act Autonomously with Guardrails
Orchestration policies automatically approve low-risk actions, escalate edge cases for human review, and trigger interventions when thresholds are crossed - all with a kill switch and daily action caps.
Your HR team is stitching together 6+ tools just to answer basic workforce questions - and none of them act autonomously, monitor continuously, or simulate forward.
Visier / One Model
Expensive people analytics with 6-month implementation and no simulation or autonomous action capabilities
Excel workforce models
Ungoverned, no audit trail, no Monte Carlo, breaks at scale, disconnected from market data
Point monitoring tools
Alert fatigue without causal reasoning - they tell you something changed but not why or what to do
Consultant-built models
$200K engagements that leave when the consultants do, with no persistent digital twin or continuous monitoring