Attrition Risk Radar
A rolling risk score per employee and team, built from tenure, workload trend, comp-review timing, and manager-change events — surfaced weeks before a resignation, not the day of.
- Risk scoring
- Early-warning alerts
People operations
Attrition risk and engagement signal, before the exit interview.
Pulse HR reads the signals already sitting in your HRIS, survey tools, and ticketing systems and turns them into a live read on team health — so people leaders act on a trend, not a resignation letter.
Where this fits
Built for the same legacy-enterprise reality as everything else we ship.
Most people-analytics tools assume a clean, single HRIS. Pulse HR was built the way we build everything — for organizations running two or three systems of record after a merger, a spreadsheet HR process in one region, and a modern HRIS everywhere else. It reconciles that mess into one signal.
Why teams adopt it
- Signal, not another survey — reads workload, tenure, and engagement data you already collect
- Manager-facing, not just HR-facing — flags risk to the people who can actually act on it
- Reconciles multiple HRIS — one view across legacy and modern systems of record
Risk flags and pulse trends, read together — not buried in a reportWhat it does
Three views, one underlying model.
Engagement Pulse
Short, adaptive check-ins that take under a minute, trended over time by team and manager — built to raise a real response rate, not survey fatigue.
- Adaptive check-ins
- Trend dashboards
Manager Console
A single dashboard for a manager's own team — risk flags, pulse trends, and suggested one-on-one talking points — instead of a report that only HR sees.
- Manager-level views
- Suggested actions
See it on your data
Request a walkthrough.
We'll connect Pulse HR to a read-only extract of your HRIS during the call and show real risk scores — not a demo dataset.