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Case studies

Real outcomes from organisations that transformed their HR with data

These sample case studies illustrate our approach and typical results. Details anonymised for client confidentiality.

Financial Services

Reducing turnover costs through predictive analytics

The Challenge

High voluntary turnover among customer-facing roles was costing an estimated $2.4M annually in recruitment, training, and productivity losses. Exit interviews provided limited actionable insight.

Our Approach

Built a predictive attrition model using HR, performance, and engagement data. Identified 12 leading indicators of flight risk. Created an early-warning dashboard for managers with recommended interventions.

The predictive model gave us something we never had before: time. Six months of warning on each potential departure completely changed how we approach retention.
HR Director
Regional Bank, Financial Services
23%reduction in regrettable turnover
$550Kannual cost savings
6 moearly warning lead time
Manufacturing

Improving hiring quality with metrics-driven recruitment

The Challenge

New hire quality was inconsistent, with 30% of hires not meeting performance expectations within 12 months. Time-to-productivity averaged 180 days.

Our Approach

Redesigned recruitment metrics framework to track quality-of-hire, not just time-to-fill. Implemented hiring manager scorecards and created an executive dashboard linking hiring decisions to on-the-job performance.

The shift from measuring time-to-fill to quality-of-hire changed every hiring conversation. We stopped celebrating speed and started focusing on fit.
Chief Operating Officer
Industrial Manufacturer
35%improvement in first-year performance
40 daysreduction in time-to-productivity
18%decrease in probation failures
Healthcare

Building an HR analytics function from scratch

The Challenge

HR data was scattered across multiple systems with no centralised reporting. Leadership lacked visibility into workforce costs, engagement, or capacity planning metrics.

Our Approach

Conducted data audit and integration. Designed a tiered metrics framework aligned to strategic priorities. Built Power BI dashboards for executive, HR, and departmental users. Trained internal team to maintain and evolve.

For the first time, our board could see HR data in the same format as financial data. It transformed HR's credibility overnight.
Chief Human Resources Officer
Private Hospital Group
100%HR data visibility for leadership
8 hrs/wksaved on manual reporting
3 moto full dashboard adoption
Technology

Responsible AI implementation for talent acquisition

The Challenge

Leadership wanted to explore AI-powered screening tools but faced concerns about bias, legal compliance, and candidate experience. No governance framework existed.

Our Approach

Conducted AI readiness assessment. Evaluated 4 vendor tools for bias, explainability, and integration. Developed governance framework with audit protocols. Piloted selected tool with fairness monitoring.

We wanted the efficiency of AI but not at the cost of fairness. Stanalytics gave us both. The governance framework gave our board confidence to proceed.
Talent Acquisition Lead
SaaS Company
50%reduction in time-to-shortlist
Zeroadverse impact findings in audit
4.2/5candidate experience rating

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