✦ AI AGENTS

+ AI

Your workforce data tells a story. AI reads it for you.

Headcount forecast by quarter. Payroll cost by department. Turnover risk by individual. Hiring ROI by channel. Workforce Analytics transforms HR data into strategic decisions.

470

Employees tracked

$76K

Revenue per employee

87%

HC-Revenue alignment

5 yrs

Planning horizon

Decision-grade data · Not HR metrics. Strategic intelligence.

THE GAP

Why CHROs are flying blind

📊

"The CFO needs workforce cost by quarter. HR has it in 3 spreadsheets."

Payroll in payroll system, headcount in HR database, OT in timesheet.

↳ Avg 2 days/month building reports that could be automated

⚠️

"Your best engineer gave notice. Everyone was surprised. AI was not."

6 weeks before resignation: velocity dropped, collaboration withdrew, learning stopped.

↳ Avg replacement cost: $15,000–$60,000

📈

"Sales is at 22% of headcount but generating 15% of revenue. Since when?"

Department efficiency imbalances drift over quarters without tracking.

↳ Avg 3 quarters before imbalance detected manually

🔮

"Board asks: What's our headcount plan for 3 years? HR says: Let me check."

Workforce planning without forecast model is just budgeting. Requires growth scenarios and attrition modeling.

↳ 77% of CHROs report no quantitative 3-year HC model

🎯

"3 departments overstaffed. 5 roles critically under-resourced. Nobody knows."

Resource allocation optimizes locally, not globally.

↳ 12% of headcount typically misallocated in fast-growing companies

💰

"The hiring budget was approved. The ROI was never measured."

15 people hired in Q1, no cost/revenue measurement 12 months later.

↳ Avg cost-per-hire: $4,700. ROI measured by: 0% of SMEs

4 ANALYTICS MODULES

Strategy-grade insights from operational data

🏢

Department Efficiency Intelligence

Revenue-mapped

AI maps headcount allocation to department revenue contribution. Every department gets Efficiency Score (0–100%) showing over- or under-resourced status.

Sales: 48% efficiency · 22% HC · 15% revenue vs benchmark 1:$180K

📈

5-Year Workforce Forecast

3 scenarios

Model workforce across 3 growth scenarios (Low/Base/High). Adjust growth rate, HC-to-revenue ratio, attrition, salary inflation, hiring velocity, AI automation impact.

480 (low) · 566 (base) · 700 (high) for 2029 forecast

🌊

Turnover Prediction & Retention

6-week early warning

Monitors behavioral signals — velocity decline, collaboration withdrawal, learning engagement drop, compensation gap vs market. Early warning 6–8 weeks before typical resignation.

Flight Risk: HIGH · 6-week alert triggered

💰

Payroll Cost & Hiring ROI

By quarter, dept, role

Quarterly payroll cost by department, role type, shift. OT cost trends. Cost-per-hire by recruitment channel. Revenue per labor cost dollar.

$76K revenue per employee (+8% YoY) · Cost-per-hire: $4,200 avg

All 4 modules pull from the same live data — payroll, attendance, OKR, recruitment. No manual data entry. No spreadsheet exports.

FORECAST MODEL

5-Year Headcount Projection

566

HC 2029 (Base)

▲ +166

$43.2M

Total Cost 2029

Annual

5.6%

CAGR

Compound

~371

Total Hires (5yr)

Growth + backfill

Low — 480 HC

Base — 566 HC

High — 700 HC

2025

2026

2027

2028

2029

DEPARTMENT EFFICIENCY

Headcount vs. revenue contribution

Product & R&D

92%

Customer Success

88%

Engineering

76%

Marketing

65%

Sales

48%

Admin & Support

42%

"Before Tanca Workforce Analytics, our CHRO presented headcount requests to the board as 'we need more people in Engineering.' After 6 months with Workforce Analytics, we presented a proper HC plan with department efficiency scores, 3-year forecast scenarios, and payroll cost projections. The board approved the budget in 20 minutes instead of the usual 3-meeting cycle."

Daniel Liu

VP of People, CloudStream Technologies · 312 engineers

✅ Board approval in 20 min (was 3 meetings) ✅ $180K replacement cost avoided ✅ 4 flight risks detected early