Client stories
Feedback from HR teams who commissioned retention assessments, chart sets, and quarterly reviews.
The retention assessment surfaced that our warehouse supervisors were leaving at twice the rate of floor staff — something our monthly headcount report had never separated. We adjusted our supervisor development budget that same quarter.
— Hye-rim Yoon, HR Manager, food distribution company, Daejeon
Charts arrived formatted exactly for our board pack template. Eun-ji walked our team through updating them with fresh numbers, which saved us from outsourcing every month. The first refresh took longer than expected on our end, but the walkthrough covered that.
— Jae-hoon Lee, People Analytics Coordinator, electronics assembly firm, Cheonan
Quarterly reviews keep us honest about whether our hiring plan matches actual departures. One session flagged that our engineering intern conversion rate had dropped — we would have noticed eventually, but the chart made it visible two months earlier.
— Na-young Shin, Director of HR, industrial equipment manufacturer, Asan
Exit interview analysis confirmed what we suspected about night-shift scheduling complaints, but also showed that departures in our quality team traced back to a specific manager — useful, though uncomfortable to present internally.
— Dong-wook Baek, HR Business Partner, automotive parts supplier, Hwaseong
Case: Multi-site logistics employer, 620 employees
Engagement: Workforce Retention Assessment, February–March 2025
The client operated three distribution centers in Chungcheongnam-do and Gyeonggi-do. Turnover had risen from 14% to 19% over eighteen months, but their HR team could not pinpoint where the increase was concentrated.
We received two years of departure records, partial exit interview notes from two of three sites, and their 2025 headcount plan. Data from the third site required two extra days of cleaning because department codes had changed mid-year.
Findings: voluntary turnover was concentrated in pick-and-pack roles with tenure under 18 months at the Gyeonggi site. Night-shift differential had not kept pace with local market rates. The written report recommended adjusting shift premiums and reviewing onboarding length for warehouse roles.
The HR director used our charts in a March leadership meeting. Pick-and-pack turnover at the Gyeonggi site dropped from 24% to 17% over the following two quarters after they implemented the shift premium change — though we cannot claim sole credit, as they also changed staffing vendors.
Case: Regional hospital group, HR metrics visualization
Engagement: HR Metrics Visualization, October 2024
A group HR team needed monthly charts for their nursing workforce — time-to-fill by unit, voluntary turnover vs. plan, and new hire retention at 90 days — formatted for a standing committee that met on the first Tuesday each month.
We built ten charts from their existing HRIS exports and delivered source files their analyst could update. The walkthrough session covered handling missing tenure dates, which appeared in roughly 8% of their nursing records.
Six months later they renewed the annual refresh service rather than rebuilding charts internally.