Workforce Intelligence Platform

ZeroedIn combines 4 unique elements to transform your HR, talent, and business data into actionable workforce intelligence that enables you to make better, faster, more informed decisions.

Workforce analytics for HR dashboards
Strategy mapping for balanced scorecards
Social engagement for collaboration
Collective listening for HR surveys

workforce analytics

Gain real-time insight into the effectiveness of your workforce. Metrics combined with predictive analytics enable better decisions and greater ROI from HR programs.

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strategy mapping

Ensure your workforce investments are directly aligned to business goals and objectives at both strategic and tactical levels.

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social engagement

Get your workforce more engaged with direct insight into the business metrics they impact. Empower them with collaborative tools for greater agility and impact.

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collective listening

Collect the data you need to make effective workforce and HR decisions. Pull from back-end systems, conduct online surveys, perform 360 degree reviews – all on demand.

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How well do you know your workforce?

ZeroedIn collects and analyzes vital human capital and business data from any HRMS, CRM, or ERP systems, and presents it in our highly visual, intuitive, and collaborative platform.

Get the answers to your critical HR questions.

Recruiting and On boarding.

Which recruiting sources work best for us?
How can we maximize ROI on our recruiting spend?
Why do some new hires excel quicker than others?

Get the answers.

Performance, Talent, and Learning

Are we utilizing our top performers effectively?
Where are our critical skill gaps?
What is the business impact of our training investments?

Get the answers.

Retention, Turnover, & Mobility

Which of our top performers are at risk of leaving?
What is our optimal level of turnover?
Are we promoting or moving our people too soon?

Get the answers.

Workforce Planning and Diversity

How many resources are needed to meet future demand?
Do we have the right leaders in the right place?
Are we fair in our hiring and advancement practices?

Get the answers.

Payroll, Time & Attendance

Are we paying too much in overtime?
What is our exposure to the Affordable Care Act (ACA)?
How much is absenteeism costing us?

Get the answers.

Download our eBook

Top 3 things you need to know about workforce analytics

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Accessible. Powerful. Actionable.

ZeroedIn puts the intelligence you need to make critical workforce decisions at your fingertips.
Our software platform adapts to collect and analyze the metrics that are most important to your business.
Operational in 4-6 weeks unlike traditional business intelligence and reporting solutions.
March 3, 2015
Revenue Per Employee

Revenue per Employee – The Ultimate Measure of Workforce Efficiency

It is no surprise that over the last decade employee performance has seen dramatic changes in the way it is measured. Even the very metrics have changed. It however, has not affected the measure of a company’s performance sufficiently. Many industries, both in the manufacturing as well as the service sector, are still stuck to calculating returns on investments made on capital. They prefer to measure financial returns and results, which is not wrong, but […]
February 26, 2015
HCI Conference

2015 HCI Workforce Planning and Talent Strategy Conference Wrap-Up

  78% of large companies rated HR and talent analytics as either “urgent” or “important”, making analytics one of the top 3 most urgent Global Human Capital Trends in 2014. Our own Chris Moore was doing his part to get the word out about talent analytics. Pictured here at the 2015 HCI Workforce Planning and Talent Strategy conference in Dallas on February 24, he shared with audience insights and research findings about the topic. Over […]
February 17, 2015
Decentralized Analytics

Is centralizing HR analytics right for your business?

Businesses on the verge of centralizing their HR analytics functions into their broader business intelligence group often make the mistake of initiating the task without due thought. There are several factors to consider before committing to a centralized HR analytics function. Centralization may work well in some scenarios, but turn out to be inefficient in others. It is in your best interests to determine before the implementation stage if a centralized model is suitable for […]