How big is the company right now
Active headcount
463active employees
Active roster by department, top ten shown. Counted from the live ADP roster, refreshed daily.
Human Resources
HR Impact Dashboard
Hiring, turnover, and performance trends in one place: the numbers the HR team builds by hand every Friday, pulled automatically instead. Workforce data is live from ADP today; recruiting and performance sections switch on as their sources connect.
v0.1
Built from the Victoria Hauschild · HR working session on July 23. The Workforce section is live ADP data (Apr 24 – Jul 23, 2026 (90 days)).
Recruiting and Performance are labeled sample layouts so we can agree on the shape while access to their sources lands. See the source status list at the bottom.
Workforce & turnover
Live from ADP. Headcount, hiring pace, exits, and where in the employee lifecycle people leave. No manual entry behind any of these numbers.
Are we hiring fast enough
Hiring pace
112hires in 90 days
New hires per week. The spikes are class starts: 29 the week of May 29 and 22 the week of July 3, which matches the cohort hiring model.
Are we keeping the people we hire
Exits & net growth
92exits in 90 days
+20net headcount
19.9%90-day exit rate
32 of 92 exits (34.8%) were people hired within the last 90 days,
and 13 left inside their first 60 days. This is the post-training drop-off pattern Victoria flagged, and it is already visible in the live data.
Once recruiter and hiring-manager attribution is wired in (Monday board plus the KPI sheet), this view slices by recruiter, hiring manager, and supervisor to surface coaching opportunities.
When in the lifecycle do people leave
Tenure at exit
Exits in the last 90 days, bucketed by how long each person had been here. Red and gold buckets are the training-to-floor transition window that HR wants to watch by supervisor.
Where the churn is concentrated
Hires vs exits by business unit
Hires (90d) Exits (90d)
Clinical dominates both sides as expected at our scale. Call Center stands out: 17 exits against 9 hires in the window. Customer Success also ran net negative.
Recruiting funnel
The interview-to-hire story per generalist and per req, including reqs that cover many hires. Sample layout until the KPI sheet and the interview feed connect.
Is the pipeline converting
Weekly funnel
Illustrative shape only. Goes live when the HR KPI sheet (Victoria) and the interview feed land.
How much interviewing does one hire take
Interview-to-hire ratio
6.4interviews per hire
Computed from screenings, hiring-manager interviews, and finals against completed hires, per generalist and company-wide. Replaces the manual tally sheets.
Reqs the way HR actually runs them
Open reqs, multi-hire aware
| Req | Slots | Filled | Generalists on it | Days open |
|---|---|---|---|---|
| RPM LVN | 15 | 9 of 15 | 3 | 41 |
| CCM RN | 6 | 4 of 6 | 2 | 27 |
| Enrollment Specialist | 4 | 4 of 4 | 1 | 19 |
One req can cover fifteen hires with three generalists working it. ADP reports treat that as a single fill and make time-to-fill look wrong; this view models slots per req (from the Monday frontline board) so the numbers tell the true story without manual correction.
Performance management
Disciplinaries, performance improvement plans, and the at-risk trend line. Sample layout until PerformYard access is granted.
What actions were issued this week
Weekly performance actions
Coachings Writtens Finals PIPs
Illustrative shape only. Goes live when PerformYard API access is granted. Replaces the weekly manual pull that feeds the Marty Doyle and staffing reports.
Do finals predict exits
Final or PIP → exit within 60 days
64%exit within 60 days
Of 14 finals and PIPs issued in the window, 9 people exited within 60 days (sample figures). Joins PerformYard actions to ADP termination dates automatically, the trend Victoria described tracking by hand today.
Data sources & what's next
Exactly where each section's data comes from and what unblocks the rest. The goal: retire the three separate Friday reports, which cost the team two to three hours every week.
Live
ADP (workforce, hires, exits, tenure)
Pulled daily from the ADP data lake the Automation team already runs. Everything in the Workforce section is real, current data.
Waiting on HR
HR KPI sheet (interview tallies, formulas)
Victoria is sending the KPI list and formulas. Once shared, the recruiting funnel switches from sample to live.
Needs access
PerformYard (disciplines, PIPs, finals)
No API access yet. Victoria to ask the PerformYard account manager for an API key, or grant Avery admin so he can create one. The performance section is sample data until then.
Connection ready
Monday recruiting boards (reqs, multi-hire tracking)
Connection exists. Needs the frontline board name/ID from Victoria to wire req-level slots and assignments.
Decision pending
Interview calendar (interviews scheduled outside ADP)
The CC'd-calendar idea from the meeting. Parked until Victoria confirms the approach with her team.