RETAIN uniquely measures retention providing a retention score signaling the likelihood of an employee leaving. Levels of risk are displayed. The dashboard analyzes tenure, employee alignment and role-specific market conditions to report retention risk. Employee alignment scores can be generated by third-party employee engagement/ experience software, or by our Alignment tool, which measures professional satisfaction. There is no longer a reason to make blanket company, or department-level decisions with subjective or hearsay. CompEdge™ RETAIN helps you focus on addressing compensation, job dynamics, corporate culture and the employee experience with high-risk performers.

CompEdge™ will soon launch the second module for talent acquisition. The module is built to quantify hiring decisions. The result: more rigorous, objective hiring with substantial compliance advantage.
 
Hiring Challenges: Amid the chaos of staying competitive in highly contested markets, fast-growing companies become fast-moving companies. Hiring poorly-vetted candidates and overpaying new hires is a side-effect of speed. Subjective candidate evaluations lead to failed hires. Failed hires can cost companies up to 3X of the actual salary.

 

SUCCESS: a collaborative scoring tool that can turn qualitative evaluations into quantitative assessments. This module will be available in June 2022.

Built on AI-market intelligence, CompEdge™ delivers real-time market pay data for more than 2000 titles at 16,000+ companies in tech. You can filter data by size, stage and region. CompEdge™ delivers both a competitive tool and benchmarking solution wrapped into one. Market Monitor can monitor pay for any role in tech across micro-market spaces, experience levels, valuation and talent rank.

Market Monitor

You can dial-in market compensation for a single role, or coupled with the Market Tracker insights tool you can drill-down on employee compensation metrics across departments, or for your entire company. CompEdge’s Compensation Intelligence module is the first to show comparisons for employee pay to these important compensation benchmarks:

• Market compensation for your company in today’s job market
• Market pay at any one of 16,000+ companies
• Your Competitor’s Pay Index allows customization of a cohort of your competitors for Talent.

Market Tracker

With the Market Tracker tool you can see a competitive view of your people and People Analytics. Evaluate your talent in the context of your competitors, industry cohort, or even with Market Value.

Here’s a comparison of your employees’ compensation with your Competitor’s Pay Index: a customized cohort of your competitors for talent:

Employee Experience can be measured in numerous ways. Historically, companies have used employee engagement surveys and software to measure this. These surveys can be time-consuming and tedious for fast-growing companies. Many are more than 200 questions long and can take months to disseminate. According to experts, levels of employee engagement remain at about 13% nationally. This figure has changed little in the past few decades. Despite dozens of surveys measuring employee engagement, it’s not clear how well these tools actually predict retention risk, or improve ‘sustained’ employee engagement. More recently, Jacob Morgan and others have popularized the Employer Experience Index. There is a trend toward linking employee experience to retention and attrition challenges. Morgan believes it is a better predictor of employee satisfaction and ultimately retention. Yet this index, which focuses on just three areas: physical environment, technology and culture, fails to incorporate key elements of an employee’s reason-for-leaving a company, especially for leadership and professionals. Extensive research shows professionals are most motivated by the impact they can make. Here is a consensus for key career motivators for executives, managers and technical employees:

1) Role/Position
2) Boss/Manager/Supervisor
3) People/ Culture
4) Company
5) Career

EMPLOYEE ALIGNMENT

Top employees derive satisfaction from a variety of categories. Our research suggests these five capture the key touch points that reflect how one’s experience in a given role is expressed in the context of the people, boss, company and career advancement. Employees score and weight these categories. The tool allows employees to use a familiar academic grading system. It then converts the grades into scores. The user can then fine-tunes the scores if they’d like. All scores fall within a 70-100 range. An aggregate score is calculated and used as a key component of retention risk. Scores are confidential but employee comments and suggestions may be shared.

Summary

HR and Talent Acquisition leaders lack the tools to play offense when combating today’s talent management challenges. ApolloFactor’s CompEdge™ provides real-time people analytics enabling leaders the necessary data to make truly informed decisions around talent acquisition and retention.

With this competitive edge high-growth technology companies are equipped to build a proactive talent strategy versus a reactionary one. CompEdge™ is a revolutionary people analytics platform that provides talent management leaders the one-of-kind data points to appropriately address the following talent management imperatives:

• Making the right hiring decision
• Offering new hires an always up-to date, market-based, total compensation package
•  Ensuring pay equity within the company and outside with a competitor cohort
• Maintaining employee stickiness by driving a high-attention culture

Contact: Richard Lear, CEO | rich@apollofactor.com | 650-275-3631