The people desk

Where are we short-staffed, and where are we over-paying?

Headcount, cost, talent and pay on one reconciled record — built from your HR system's own employee master, with anything estimated clearly marked as estimated.

Live today running in client systems Prototype built and demonstrable Can be built designed, ready to scope

Fig. 1 — How the people desk works — sources are pulled in, experts' rules and deterministic code produce every figure, and only then does AI explain it.

Prototype

Annual manpower plan

How many people do we need to hire next year, and where?

Replacement hiring from each department's own attrition rate
Growth roles tied to the business plan, not to last year's budget
Rolls straight into the people-cost line of the P&L

Hiring plan FY28 by departmentDemo

Headcount today412

Attrition, trailing year13.5%

Hires needed7756 to replace · 21 new roles

Sales34

Plant ops21

Supply chain9

R&D7

Finance4

HR & admin2

To replace leaversNew roles

Prototype

Talent nine-box

Who are we most at risk of losing, and who needs a plan?

Performance from appraisals, potential from calibrated manager input
Click any box for the names, their pay position and tenure
Tracks movement between boxes from one cycle to the next

Nine-box 116 managers and aboveDemo

Potential → Enigma6Growth14Star9 Dilemma11Core38High perf17 Act4Effective12Trusted5 Performance →

Stars — 9 people; 4 are paid below their band midpoint
Act — 4 people; 3 have been here two cycles running
Moved up — 7 managers since last year's cycle

Prototype

Pay equity scan

Who is paid outside their band, and what would it cost to fix?

Every employee plotted inside their grade's pay band
Flags people below minimum, above maximum and pay compression
Costs the correction before the increment cycle, not after

Grade M2 · annual CTC 13 people · ₹ lakhDemo

Midpoint ₹18 L 1214182224

Below band minimum2 people₹1.7 L a year to bring to minimum

Pay compression+9%2025 hires' median above longer-tenured peers

Can be built

Flight-risk warning

Who is likely to resign in the next six months — and why?

Built from signals HR already holds: pay position, increments, manager changes, team exits
Every score shows its reasons; nothing is a black box
Visible to HR business partners only, never to line managers

Retention watchlist high performers onlyDemo

Employee	Risk	Why
Priya Nair Key account manager · West	78	No increment in two cycles · manager changed in July
Rohit Sharma Shift lead · Silvassa plant	71	Three teammates left in six months
Neha Kulkarni FP&A analyst	64	Paid 11% below band midpoint · top rating
Vikram Rao Regional sales manager · North	58	Region missed target three months running

Names are fictional. Scores run 0–100.

Prototype

Org design

Where is the structure too flat, too deep, or too dependent on one person?

The org chart built live from reporting lines in the HR system
Flags spans of control outside your guideline
Shows single points of failure: roles with no named successor

Leadership structure span guideline: 4–8Demo

Managing Director5 direct reports

CFO6 reports

COO12 reports

Sales head9 reports

CHRO4 reports

COO manages 12 people directly, and 3 plant heads have no named successor. Sales head at 9 is just over the guideline.

Company secretary reports to the MD and is not shown.

Can be built

Offer builder

Can we make this offer without creating a problem for the people already here?

Places a proposed offer inside the band, next to current peers in the role
Checks internal parity and approval rules before it's sent
Records who approved an exception, and why

New offer · Regional sales manager grade M3Demo

Midpoint ₹24 L 18.520242830.5

✓Inside the band₹27.5 L against a ₹20–28 L bandPass

Internal parity₹3.1 L above the median of 5 current regional sales managersReview

ApprovalTop 10% of band — needs CHRO sign-offPending

Agents on this desk

People problems, raised before the resignation letter.

Can be built

Probation ending

Reminds the manager two weeks before a probation review is due.

→ Line manager

Can be built

Team attrition spike

Warns when a team loses more people in a quarter than its normal rate.

→ HR business partner

Can be built

Pay change outside band

Catches payroll changes that push anyone outside their grade band.

→ Compensation

Can be built

Appraisal overdue

Chases managers whose reviews are late in the cycle, with their list.

→ Line manager

Next desk

Boardroom Desk →

Where are we short-staffed, and where are we over-paying?

Annual manpower plan

Talent nine-box

Pay equity scan

Flight-risk warning

Org design

Offer builder

People problems, raised before the resignation letter.

Probation ending

Team attrition spike

Pay change outside band

Appraisal overdue

Pick the screen you wish you had on Monday.

Tell us the decision you're trying to make.