TALENT MANAGEMENT

Talent decisions should be based on data, not intuition

Break down the employee attributes that drive performance - and the ones that don’t - empowering you to optimize the talent lifecycle.
Illustration of hiring funnel
Illustration of hiring funnel
Illustration of hiring funnel

Hiring

Fine-tune your strategies to yield candidates most likely to perform well over the long run.

Illustration of compensation chart
Illustration of compensation chart

Compensation

Ensure compensation rewards people for their talents and contributions to the business.

Illustration of compensation chart

Compensation

Ensure compensation rewards people for their talents and contributions to the business.

Illustration of performance measures
Illustration of performance measures

Performance

Improve how performance data is used to support decisions about how to pay and promote your people

Illustration of performance measures

Performance

Improve how performance data is used to support decisions about how to pay and promote your people

Illustration of promotion process
Illustration of promotion process
Illustration of promotion process

Promotions

Fill critical roles with employees who are ready for the next step, ensuring that “hidden talent” isn’t overlooked.

Illustration of engagment areas
Illustration of engagment areas

Engagement

Get an accurate picture of the impact engagement has on people and business outcomes.

Illustration of engagment areas

Engagement

Get an accurate picture of the impact engagement has on people and business outcomes.

Illustration of attrition
Illustration of attrition

Attrition

Understand what’s driving regrettable attrition and take proactive steps to retain key performers.

Illustration of attrition

Attrition

Understand what’s driving regrettable attrition and take proactive steps to retain key performers.

Discover how Sigma Squared improves talent decisions

Discover how Sigma Squared improves talent decisions

Discover how Sigma Squared improves talent decisions