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Your engineers are your
most valuable asset.
Treat them like it.
Average cost to replace a senior engineer: $60,000. Average time to full productivity: 4 months. Average notice of flight risk before resignation: 0 weeks. Tanca gives you those weeks back — with AI that watches the signals your spreadsheets can't.
Hi! I'm your Headcount Strategy AI. What would you like to explore?
3 senior engineers are below market P50. What's the risk?
🔴 Flight risk assessment:
- • Nguyen Van Minh: $24K below P50
- • Tran Thi Lan: $18K below P50
- • Pham Quoc Bao: $21K below P50
Trusted by 500+ technology companies across Southeast Asia
IF THIS SOUNDS LIKE YOUR QUARTER
Tech doesn't have an HR problem. It has a people intelligence problem — and it costs millions.
The best engineering orgs treat headcount like product strategy. Most are still running people decisions on gut instinct and spreadsheets.
Your best engineer just accepted an offer from a competitor. You had no idea they were looking.
By the time the resignation lands in your inbox, it's been decided for 6 weeks. The LinkedIn profile updates, the velocity dips, the learning activity stall — all happened in plain sight. Nobody was watching the data.
$60,000 to replace one senior engineer. $340,000 in delayed roadmap.
Recruiting fees. Interview time. Onboarding ramp. The 3-4 months before a new hire ships anything meaningful. Multiply that by your turnover rate and that's a number nobody puts in the board deck.
OKRs are set every quarter. Nobody knows how they're tracking.
Individual OKRs live in spreadsheets and Notion pages. Team OKRs don't cascade from company strategy. Quarter-end review is always a surprise — for everyone.
Half your engineering team is remote. You have no idea who's actually working.
Not surveillance — visibility. Is the team productive? Are people disengaged? Is someone doing their best work or quietly burning out? You genuinely don't know, because the data doesn't exist.
Engineering headcount is always behind the roadmap. By the time you hire, it's too late.
Hiring takes 45 days minimum. Your Q3 feature needs to be staffed in Q1. Without a data-driven hiring plan connected to product roadmap, you're always reacting, never planning.
Salary bands are 6-10% below market. You don't know until engineers leave.
The exit interview reveals: "I got a better offer." The offer was $18K more. You could have retained them for $18K. It costs $60K to replace them. A compensation benchmark tool would have surfaced this 12 months ago.
💻 BUILT FOR TECH
Every engineering people challenge. One connected intelligence layer.
Tanca connects OKR tracking, talent intelligence, hiring pipeline, compensation benchmarking, and flight risk AI — built for how engineering organizations actually operate.
OKR & KPI Intelligence
Real-time OKR tracking from company → team → individual. AI detects misalignment, flags at-risk Key Results, and generates quarterly review insights automatically.
Remote & Hybrid Work
Flexible attendance: WiFi, GPS, WFH toggle. Async-first workflows. Location-agnostic payroll. Works whether your team is in HCM, Singapore, or Bali.
AI Flight Risk Detection
AI monitors 6 behavioral signals per engineer. Velocity decline. Learning stall. Collaboration withdrawal. Alert arrives 6 weeks before resignation.
Compensation Benchmarking
Real-time market salary data for every engineering role. Know immediately when your bands fall below P50. Make comp decisions with data, not gut feeling.
Engineering Hiring Pipeline
AI screens technical CVs, runs async interviews, scores candidates. Build the hiring plan from roadmap requirements. 45-day average time-to-hire.
People Analytics
HC-to-ARR alignment. Department efficiency scores. 5-year workforce forecast. Every people decision backed by data, not politics.
OKRs that actually connect strategy to engineer output.
Individual OKRs cascade from company strategy automatically. AI checks alignment weekly, flags Key Results at risk, and generates quarterly review packets — so every 1-on-1 is backed by data, not memory.
COMPANY OKR CASCADE · Q2 2026
O1: Launch AI-Powered Hiring Suite by Q3
68% · 3 Key Results · 2 on track · 1 at risk
Engineering Team → AI Product Squad
KR2: Ship CV Screening AI in prod · due Jun 30
Sprint 14 velocity: 42 story pts · on track ✅
Nguyen Van Minh · Backend Lead
Build AI scoring engine API · P0
Tran Thi Lan · Senior Frontend
Build candidate interview UI · P0
Pham Quoc Bao · DevOps
Production deployment pipeline · P1
Q2 OKR HEALTH SUMMARY
✦ AI Alignment Check: DevOps individual OKRs show 34% alignment with company O1. Recommend re-cascade in next sprint planning.
OKR review packets auto-generated weekly · Manager 1-on-1 agendas include AI evidence
AUTO-CASCADE
Strategy → Squad → Sprint
Company OKRs cascade to team, then individual automatically. Every engineer knows exactly how their work connects to ARR.
Full alignment visibilityAI ALIGNMENT CHECK
Disconnected OKRs flagged instantly
AI checks weekly: is each individual OKR genuinely contributing to a company objective? Busy work gets surfaced before quarter end.
Weekly scanREVIEW INTELLIGENCE
1-on-1s backed by data
Manager review packets generated automatically: OKR progress, velocity trend, behavioral signals, suggested talking points.
AI-generated evidenceYour engineers build the product. Tanca builds the team that keeps them.
OKR intelligence. Flight risk AI. Compensation benchmarking. Remote-first attendance. Engineering hiring pipeline. 14-day free trial — all tech features included.
