Occupation. HR & People Operations
Know your people data before you need it in a meeting
From SOC code to EEO-1 rollup. the dashboard knows your taxonomy.
BambooHRGustoRipplingGreenhouseLever15FiveBLS OEWSEEO-1
Turnover, time-to-fill, headcount accuracy, comp equity, and workforce forecasting. all living in separate tools, none talking to the leadership team. RapidDashboard gives HR a real-time command center and a way to bring data to every people decision.
Schedule a demoSound familiar?
The CEO asks for headcount by department. You pull BambooHR, Gusto, and a spreadsheet. and they all have a different number.
You know turnover is up in one role, but you can't show what it cost. recruiting, ramp time, and lost productivity are all in different places.
EEO-1 filing is next quarter and you're still manually mapping job titles to categories in a spreadsheet that nobody trusts.
The CHRO wants to know if you'll be short 20 nurses by Q3 next year. That answer requires a consulting engagement, not a dashboard. until now.
Try the demo: one prompt → full dashboard
Watch a plain-English question become a live HR dashboard. built on sample data, connected to your systems tomorrow.
peopleops.rapiddashboard.ai/turnover-by-team
Prompt
Show me voluntary turnover rate by department for the last 12 months. which teams are above our 15% target?
Company Turnover
18%
+3pts vs prior yr
Highest Dept
Support
31% annual rate
Avg Tenure
2.1 yrs
-0.4 yrs vs prior yr
Voluntary turnover by dept (12 mo)
Exit reason mix
Customer Support at 31%. 3 of 5 departures in 90 days cited the same manager in exit surveys. Engineering (8%) and Finance (6%) are well below target.
Sr. Developer
71d
HM Interview
Account Exec
58d
Final round
Mktg Manager
52d
Phone screen
CS Rep
24d
Sourcing
Recruiting funnel. all open roles
Stalled candidates
| Candidate | Role | Stage | Days |
|---|---|---|---|
| J. Morris | Sr. Dev | HM Intv | 18d |
| T. Chen | Sr. Dev | HM Intv | 14d |
| R. Okafor | AE | Final | 12d |
Open Reqs
9
Active recruiting
0–14d
15–30d
31–60d
60+d
Sourcing
1
2
0
0
Screening
1
1
1
0
HM Interview
0
1
1
2
Offer
0
0
1
1
Stuck reqs (60+ days)
| Role | Stage | Days | Pipeline |
|---|---|---|---|
| Sr. Developer | HM Interview | 71d | 3 cands |
| Ops Analyst | Offer | 64d | 1 cand |
| Account Exec | Final round | 58d | 2 cands |
| Mktg Manager | Screening | 52d | 0 cands |
2 reqs have no active pipeline. sourcing has gone cold. 4 roles stalled at HM interview or offer stage; same-day recruiter outreach recommended.
Below Band
5
Retention risk
At Band
77
On target
Above Band
2
$34K over-spend
Employee comp vs band midpoint by role
Risk flags
5 below band by 10%+
2 flagged high performers at retention risk
2 promoted, no band adj.
$34K annualized over-spend vs approved structure
HR-native dashboards
Each of these is a full dashboard page. built from a single plain-English prompt. Click any tile to open the live demo.
Operational. daily command-center metrics
Headcount
Headcount by occupation & department, with year-over-year change
"Show me headcount by occupation and department, with year-over-year change."
Open dashboard →
Turnover Cost
Turnover above 20%. with dollar cost per separation
"Which occupations had turnover above 20% last year, and what was the cost of replacement?"
Open dashboard →
Time-to-Fill
Time-to-fill by occupation. sorted by productivity bleed
"Show me time-to-fill by occupation across the last 12 months, sorted by which roles bleed productivity the longest."
Open dashboard →
Compliance. what HR defends in front of auditors and the board
Pay Equity
Compensation by occupation. broken out by gender and ethnicity
"Show me diversity composition by occupation and identify roles where representation drops below the org average."
Open dashboard →
EEO-1
Auto-mapped EEO-1 rollup. filing readiness at a glance
"Show me our workforce mapped to the 10 EEO-1 job categories. how many rows are ready to file?"
Open dashboard →
Safety & Claims
Workers' comp claim rate and total cost by occupation
"What's our workers' comp claim rate by occupation, and which roles are driving total cost?"
Open dashboard →
Strategic. what the CHRO brings to the executive committee
Comp vs Market
Internal pay vs BLS OEWS benchmarks for your MSA
"Compare our compensation by occupation against BLS OEWS data for our MSA."
Open dashboard →
Workforce Forecast
Projected headcount gap by quarter at current attrition
"Which occupations have the largest gap between current headcount and 12-month projected need?"
Open dashboard →
Internal Mobility
Internal promotion rate by occupation. where are people stuck?
"Show me internal promotion rate by occupation. Where are people stuck?"
Open dashboard →
SOC / BLS
Roles map to Standard Occupational Classification codes. so every number ties to a BLS benchmark, not a custom job title.
EEO-1
Job titles auto-classify into the 10 EEOC categories. no manual mapping before filing.
OEWS
Occupational Employment & Wage Statistics pulled for your MSA. comp benchmarks without a consulting engagement.
Pay Equity
Displayed with statistical confidence intervals and a recommended legal-counsel review before any action is taken.
How we connect your systems
People data is sensitive. it lives in your HRIS, your ATS, and your performance tool. We connect all three without exposing compensation or performance data outside your approved boundary.
| System | What we pull | Connection path |
|---|---|---|
| HRIS (BambooHR, Gusto, Rippling) | Headcount, tenure, comp bands, department roster, terminations | Official HRIS APIs. scheduled, audited sync into your private data store. |
| ATS (Greenhouse, Lever) | Open reqs, pipeline stage, time-to-hire, offer status, sources | Vendor-supported APIs. candidate data stays within your approved environment. |
| Performance (15Five, Lattice, Culture Amp) | Review scores, OKR completion, engagement scores by team | API exports. anonymized and aggregated per your data governance policy. |
| BLS OEWS | P25 / P50 / P75 wage benchmarks by SOC code and MSA | Public dataset. pulled on quarterly refresh and matched to your role taxonomy. |
For the full data-boundary, encryption, and compliance spec, see the Platform & trust page.
What you can build
Retention & turnover
- Voluntary turnover by team
- Exit reason analysis
- Dollar cost per separation
- Flight-risk signals
Recruiting velocity
- Time-to-fill by SOC role
- Pipeline stage conversion
- Source effectiveness
Comp & equity
- Band compliance tracking
- Pay equity flags with CI
- Comp vs BLS OEWS benchmarks
Compliance reporting
- EEO-1 category rollup
- Filing readiness score
- Workers' comp cost by role
Workforce planning
- Headcount gap forecast
- Internal promotion rates
- Stuck-role identification
People reports
- Monthly headcount summary
- Quarterly board HR slide
- Engagement score trends
People data requires extra care
Compensation, performance, and health data are among the most sensitive records in your organization. RapidDashboard stores all of it in a private data store with role-based access. managers see their teams, not others'. AI is optional and enterprise-grade: configurable so your HR data doesn't train a public model.