People Insights:
Science-Driven Workforce Solutions

People decisions shape every stage of the employee lifecycle—from how you attract talent to how you develop, reward, and retain your workforce. Yet designing fair, effective, and scalable people systems requires a combination of behavioral science, analytics, and compliance awareness. In partnership with our parent company, Resolution Economics, our interdisciplinary team of I/O psychologists, labor economists, and data-driven compliance experts helps employers translate workforce data into clear, defensible insights. We design and evaluate the systems that guide hiring, development, performance, and retention, ensuring that your people practices are compliant, predictive of success, and aligned with organizational goals.

Understanding your workforce begins with clear, accurate data. Our Workforce Analytics service led by our team of data analysts and compliance experts provides employers with foundational insights into workforce composition, hiring activity, turnover patterns, and key HR metrics. These analyses help organizations monitor trends, identify emerging issues, and make informed, data-driven decisions.

For organizations seeking deeper, behavior-based insights, our Employee Lifecycle Analytics go beyond descriptive metrics to examine how employees move through the organization and how HR systems influence outcomes. Conducted by our I/O psychologists, these analyses integrate data across hiring, advancement, performance, pay, and separations to uncover the root causes of workforce trends and identify risks and opportunities within your people systems. Our I/O psychologists analyze patterns such as:

• Recruitment efficiency and funnel effectiveness
• Promotion and career mobility trends
• Performance rating distributions
• Pay progression and internal equity
• Turnover risk and root causes
• Reduction in force analytics
• Separation outcomes, including termination decisions

These insights help employers optimize workforce planning, improve retention, and reduce legal exposure throughout the employee lifecycle—particularly during periods of rapid hiring, restructuring, or elevated turnover.

Employment Assessments, such as scored tests, structured interviews or performance appraisals, are essential for selecting/promoting the best applicants/employees, reducing bias, and increasing legal defensibility in employment decisions. Our team of expert I/O Psychologists has developed, validated, and defended hundreds of tests and assessments in high-stakes settings, often in litigation and arbitration settings. We offer custom test and assessment development and validation, assessment vendor vetting, validation study reviews, employee selection process design, and expert testimony and consulting surrounding the use of employee assessments for hiring, promotion, termination, and other employment decisions. 

Selecting and promoting employees requires tools that are valid, fair, and aligned with business needs. Our I/O psychologists have developed, validated, and defended hundreds of assessments in both operational and high-stakes legal settings. We support clients through:

• Custom test and assessment development
• Full validation studies
• Assessment vendor vetting
• Evaluation of structured interviews and rating systems
• Selection system design and documentation
• Expert testimony and litigation support

Job analysis is foundational to nearly every HR program and critical for skills-based hiring. Our I/O psychologists conduct rigorous, legally defensible job analyses to define job responsibilities, identify required knowledge/skills/abilities, and ensure alignment between work performed and HR decisions. These analyses support:

• Accurate job descriptions
• Selection and promotion assessments
• Exempt/non-exempt classification
• Identification of jobs that are similar for pay equity reviews
• Selection Tests and Performance Appraisal design
• Training needs analysis
• Workplace safety and accommodation requirements

We tailor our approach—interviews, observations, surveys, task inventories—to meet the specific professional and legal demands of each client situation from proactive work to litigation support.

Human Resource Development ensures that employees grow with organizational needs. Our I/O psychologists design systems that accurately assess performance today, evaluate potential for future roles, and prepare organizations for leadership transitions.

Performance Management
We build customized performance systems that include rating scales, behavioral anchors, competency models, calibration processes, and governance structures to reduce bias and improve differentiation.

Talent Management
We develop customized talent management processes to help organizations objectively measure employees against chosen career pathways and future roles.

Individual Development Plans

We help organizations create customized employee development plans for identifying and documenting development goals based on current position needs, future position development, and organizational needs.

Succession Planning
We create evidence-based succession planning models to measure bench strength, evaluate leadership potential, and prepare organizations for transitions at critical levels.

Ideal for employers experiencing:

• Inconsistent or outdated performance systems
• Concerns about subjectivity or bias
• High turnover tied to lack of growth pathways
• Leadership transitions or uncertainty about future capability