The Math Behind
Better Results.
We find what actually drives your outcomes — from your own data — and put that intelligence where decisions happen. Across hiring, public safety, revenue, and beyond. Here's what that looks like in practice.
Customer Impact
Customer Stories
135 inside sales roles • 1,000+ representatives
High inside sales rep turnover was creating a continuous, expensive rehiring loop. The team needed to identify which candidate signals truly predicted long-term retention — not just initial performance — and apply those signals consistently at scale.
Estimated annual labor cost savings from avoided mis-hires across 135 positions
Bad hires avoided per year — 1.2 per position — at $25K cost per avoided hire
Inside Sales
Cost Reduction
Tenure Prediction
Home Services Platform
NYSE-listed REIT · 400+ communities
This large residential REIT needed a rigorous bias audit of their pay and promotion processes, and a clearer picture of what makes their best Property Managers succeed. Their People Analytics team needed ongoing intelligence — not a one-time report.
Audited
Pay & promotion processes reviewed for bias and compliance across the organization
Hours
Saved weekly by People Analytics using S2 dashboards to surface internal talent for open roles
Bias Auditing
People Analytics
Internal Mobility
1,200-person digital marketing agency
Promotion cycles at this fast-growing firm relied on subjective manager judgment, creating inconsistent outcomes and potential bias exposure. They needed objectivity and compliance built into the process — without slowing it down.
Performance rating improvement for leaders promoted via the S2 model vs. baseline
Merit scoring, bias testing, and continuous monitoring — running in production since 2025
Promotion Quality
Bias Auditing
Manager Performance
Fastest-growing brand in their category
This rapidly-scaling spirits brand needed to grow its team as fast as its revenue was growing. With 8,000 applicants arriving over just three months, manual screening had become a bottleneck — and the team had no consistent way to identify high-fit candidates from the noise.
Applicants scored in 3 months at resume stage, before any human review
JD-match + high-performer phenotype match, run automatically on every candidate
High-Volume Hiring
Screening Speed
Growth Scaling
The Methodology
Let's talk. We'll backtest your data and projected ROI before youre commit. Discover what's in your data.
