The Methodology
Find the signal
We analyze your historical workforce data to identify what actually predicts performance, retention, and promotion success in your organization. Not industry benchmarks. Not proxy metrics. Your data, your outcomes.
Your data.
Build the profile
We translate those signals into a validated success profile unique to your organization — by role, level, location, and outcome. This is your success phenotype. The data-defined picture of who succeeds here and why.
Your Profile.
Embed the intelligence
Every candidate and internal promotion is evaluated against your success profile in real time — inside the tools your teams already use. Recruiters get a clear, consistent signal. Managers get a validated promotion recommendation. No new workflow. No rip and replace.
Your Decision.
Customer Stories
Quick service restaurant
~290-unit chain • ~5,000 frontline employees
The Challenge
Like many quick-service chains, this company faced severe early-tenure attrition — with most churn concentrated in the first 90 days. Inflated rehiring costs, inconsistent customer experience, and below-target store revenue all traced back to the same root cause: hiring that relied on gut feeling over data.
Early employee churn after activating high-readiness candidate fast-tracking
Annual business impact from combined mis-hire savings and revenue increase
Store revenue lift driven by high-readiness General Managers vs. incumbents
Revenue Impact
Frontline Hiring
Rentention
Public Safety
The Challenge
This department needed to move beyond raw disparity statistics toward a rigorous, evidence-based framework for understanding bias in policing outcomes — one that could withstand scrutiny from consent decree monitors and community stakeholders. Existing reporting was slow, manual, and couldn't distinguish true bias from situation-driven differences in enforcement patterns.
Stops analyzed in 2025 to understand the efficacy of stops in reducing crime and disparities in enforcement outcomes
Disparity and efficacy analysis now delivered to district leaders in real time — replacing a slow, manual annual process
Bias Auditing
Operational Intelligence
Transparency & Accountability
Home Services Platform
The Challenge
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
Real Estate
The Challenge
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
Professional Services
The Challenge
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.
+10%
Performance rating improvement for leaders promoted via the S2 model vs. baseline
Live
Merit scoring, bias testing, and continuous monitoring — running in production since 2025
Promotion Quality
Bias Auditing
Manager Performance
Consumer Brands
The Challenge
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.
8,000
Applicants scored in 3 months at resume stage, before any human review
2 scores
JD-match + high-performer phenotype match, run automatically on every candidate
High-Volume Hiring
Screening Speed
Growth Scaling
Customer Impact
Early employee churn
Reduction in frontline attrition after activating readiness-based fast-tracking
Revenue lift
Driven by high-readiness hires identified by S2
Stops analyzed
Traffic and pedestrian stops analyzed for enforcement efficiency and racial disparity across multiple major city police departments
Promotion quality lift
Average performance ratings of leaders promoted using the S2 model vs. baseline
