People analytics software: 33 products compared

These 33 products come from four places. Some come with an HR or payroll system. Some come with a performance or survey product. Others are separate platforms or tools that read how people work. At least ten identify individual employees at risk of leaving. That can trigger a works council right in Germany and EU AI Act duties. Five questions decide the purchase. Who is named? Who sees what? Can your own AI tool read the data? What does it cost? What do you take when you leave?

By Ashish Manchanda Published 9 Nov 2026 Last updated 9 Nov 2026 Thirty-three products, side by side

Where the analytics lives decides what you can reach

Start by asking where the analytics lives, because that decides what it costs you in effort and money. The first group comes with an HR or payroll system. The second comes with a performance, engagement or survey product. The third is a separate platform that joins data from many systems. The fourth reads how people work, from email, calendar and chat records.

What each product is, the data it reads and what its AI does · 33 products
Product What it is What data it reads What its AI does
Analytics inside an HR or payroll system
ADP ADP DataCloud pulls payroll and HR data together and benchmarks it against industry peers. It analyses anonymised HR and pay data from more than one million US organisations. Payroll, benefits, time, talent and recruiting data. Enhanced Insights, the paid tier, can match your own financial data against people data. You can ask questions in plain words through ADP Assist. AI also writes turnover-risk headlines for managers.
BambooHR Custom Dashboards & Analytics builds dashboards from live BambooHR data with no coding. It is sold only inside the Elite plan, not as an add-on. Live BambooHR data. Elite customers can add their own CSV file of up to 500,000 rows. Core includes an AI assistant for HR data questions. Elite adds an advanced assistant for benchmark questions and forecasts.
Darwinbox People Analytics is an AI-powered layer over the HR, payroll, time and talent data held in Darwinbox. Core HR, recruitment, performance, engagement surveys, payroll, and time and attendance, without manual consolidation. Finance and other outside tools connect through APIs. Machine-learning models flag attrition risk and productivity changes in dashboards. A search box answers questions.
Dayforce A library of ready-made, adjustable dashboards and KPIs inside Dayforce, built by Dayforce’s data scientists. Pay, time, talent, HR, scheduling and engagement data held in one connected Dayforce system. Machine-learning predictions such as turnover risk, and alerts when a metric needs attention. AI agents act as a business analyst for leaders.
Deel Reports and dashboards on the HR and payroll data already in Deel. Core, the lowest plan, covers people analytics. People, payroll, time off and compensation data in one report. Reports update as the data changes. The Analytics Copilot answers questions in plain language and builds a report you can edit. Deel reports that more than 600 organisations used it in its first two weeks.
isolved Predictive People Analytics connects payroll, HR, benefits and workforce data in one view. First-party data from talent acquisition, HR, payroll, benefits, workforce management and talent management. Its TrenData HR product adds outside data sources. Predictive modelling and trend analysis, with benchmarks on salary, tenure and turnover.
Keka HR Analytics gives one connected view of growth, retention, attendance and employee sentiment inside Keka. Growth, retention, attendance and employee sentiment data held in Keka. AI attrition dashboards are ready-made and cannot be customised. Keka AI answers HR questions in plain English.
Oracle Oracle Fusion HCM Analytics gives ready-to-use workforce insights on top of Oracle Fusion Cloud HCM. Compensation, performance, attrition, diversity and recruitment data from Oracle Fusion. One shared data model also spans Oracle’s finance, supply chain and customer applications. An AI Assistant answers questions in natural language and returns charts, summaries or narratives. Oracle does not use customer data to train its models.
Paycom Report Center builds reports across Paycom payroll, hiring, talent, HR and time data. Everything sits in one Paycom database, so no third-party integrations are required. IWant is an AI engine that answers from HR policies and employee data. Paycom includes it for all users at no extra cost.
Paycor Paycor Analytics gives real-time insights, benchmarks and custom dashboards on Paycor data. Paycor announced it in October 2019 as powered by Visier. HR, payroll, time and talent data in Paycor, with up to seven years of history. APIs link other systems. Paycor WISE, an AI assistant, answers HR questions in plain language. A resignation feature looks 12 months ahead.
Personio People Analytics brings HR data into reports and dashboards. AI summaries explain the charts. Data from several Personio areas, such as time off, attendance, salary, performance and goals. Salary data goes back up to five years. Personio Assistant answers questions from headcount to turnover trends. It runs on Anthropic language models. AI data is stored in Frankfurt and does not leave the EU.
Rippling Reports join HR, IT, finance and outside business data, matched to each worker. Customers define their own metrics once and reuse them. HR, IT, finance and operations data. Rippling can query a Snowflake, Databricks, BigQuery, Redshift or Azure store without copying it. Rippling AI builds a dashboard from your description. It writes the database query behind each answer, so you can trace it. Usage data does not train its models.
SAP People Intelligence is an add-on to SAP Business Data Cloud, released on 6 October 2025. It adds AI workforce insights on pay, skills gaps and attrition risk. SAP SuccessFactors data plus other SAP and outside applications. SuccessFactors data syncs one way and usually arrives within a few hours. Joule, SAP’s assistant, answers questions in natural language with charts. You need to buy and set up Joule first.
UKG Workforce Intelligence Hub brings UKG HR, pay and workforce management data into one place. It is a first version for a limited set of US customers. Pay, performance and engagement metrics across UKG products. Its Command Center works with supported UKG products only and needs Google Cloud services. Predictive alerts for burnout, attrition and flight risk, plus demand forecasting for staffing. AI agents are planned as a next step.
Workday Workday People Analytics is an AI-powered product that reads Workday HCM and talent data and surfaces ranked workforce trends. Prism Analytics is a separate data hub for outside data. People Analytics loads 4 to 36 months of Workday history and refreshes monthly. It covers up to 400 thousand employees. Prism takes data from any source by API, file transfer or upload. Workday’s agents use large language models. Anything beyond their guardrails goes to a person for approval.
Zoho Zoho People HR analytics gives reports for every HR process in one place. Zoho People data. Zoho Analytics, linked as an integration, lets customers build custom reports. Zia spots trends and patterns, predicts outcomes and answers typed questions with reports. Zoho uses its own language model, hosted in its own data centres.
Analytics inside a performance, engagement or survey product
15Five AMAYA and the Insights Dashboard turn people data into insights. The HR Outcomes Dashboard connects HRIS data with performance, engagement and pay data. Engagement, performance, turnover and adoption data. An HRIS connector syncs employee data daily, and only one HRIS link can be active at a time. AMAYA answers natural-language questions about performance, engagement or retention. It needs 15Five AI features switched on.
Culture Amp Multi Signal Intelligence combines engagement, performance and HRIS data to flag where retention risk is building. It is a free trial for select accounts until 30 April 2027. It does not turn into a paid plan automatically. Culture Amp survey data plus HRIS, pay, productivity and applicant tracking data. A daily HRIS sync is recommended. AI Coach walks leaders through what is happening and what to do next. Culture Amp’s AI page puts it on Google Vertex. Its Approach to AI page puts Anthropic Claude as the main coaching model. It adds Google Gemini via Vertex AI for specific uses. Ask which applies.
Lattice Lattice People Analytics brings performance, engagement and talent data into one analytics experience. Data from Lattice’s own people programmes, plus employee records synced from 13 HRIS systems such as Workday, ADP and BambooHR. The Lattice AI Agent answers data questions with a chart or table. It can also act in chat, such as adding a 1-on-1 talking point. Admins can switch each AI feature on or off.
Leapsome People analytics connects HRIS, performance, engagement, goals, learning and pay data in one platform. HRIS, performance, engagement, goals, learning and compensation data. Meeting analytics count meetings per user and never reveal meeting content. Predictive models help spot turnover risk by team. The Pro plan includes advanced AI agents.
Qualtrics XM for Employee Experience brings employee experience data together with operating data such as attrition and performance. Employee Journey Analytics combines up to 10 existing projects into one dataset. About 50 HRIS platforms connect through the Merge service. Its dashboard data is not refreshed automatically. Drivers of Attrition gives the odds of attrition for each driver, and a simulator estimates the effect of a change. No generative AI feature is on until an administrator turns it on.
Separate platforms that join data from many systems
ChartHop ChartHop connects people and business data into one model of the organisation. It sits on top of an existing HRIS and also covers headcount planning, pay and performance. HRIS systems and other tools. The ADP Workforce Now link syncs both ways. Ask ChartHop answers questions in natural language. AI Pro, an add-on in pre-release for select organisations, adds custom agents and MCP support.
Crunchr A people analytics and HR reporting platform that sits on top of the systems you already use. Data from 150+ systems of six types, arranged around positions. It loads 1 to 5 years of workforce history. You ask in plain language and get an answer with the metrics cited. Each page opens with AI findings ranked by urgency.
MeVitae MeVitae People Analytics collects workforce data from 40+ HRIS systems and runs statistical and machine-learning analysis on it. Employee and candidate data from the customer’s HR platform. Reports cover attrition, engagement, demographics, pay and hiring. It predicts at-risk employee groups and offers predictive analytics for workforce planning.
One Model Three parts work together. Data Mesh takes in and cleans data, Data Stories builds dashboards and One AI makes predictions. Workday, SAP SuccessFactors, ADP, Oracle, Greenhouse, SmartRecruiters and more. It can blend in surveys, pay benchmarks, finance and operating data. It ships ready-made predictions such as employee-level attrition risk, and customers can build custom models. Its AI Assistant uses OpenAI models.
Orgvue Orgvue joins HR, finance and operating data to analyse structure, spans, layers and costs. It also covers org design and workforce planning. HR systems, file shares, data warehouses and data lakes. The customer sets up each direct connection and picks the fields and refresh schedule. Henshaw AI answers plain-language questions about workforce data and finds inconsistencies for you to approve or reject.
HireRoad PeopleInsight Dashboards can run in as little as 5 days after HireRoad receives your data. PeopleInsight serves teams of 300 to 3,000 employees and adds dedicated analysts. It connects to your existing HR and hiring tools. It integrates with Greenhouse. The PIA assistant gives instant answers to business questions and flags risks. Both plans include AI insights and predictive analytics.
Praisidio A reporting and analytics platform for people data, especially for organisations on ADP. HRIS, payroll, hiring, learning, finance and operations systems. 50+ ready connections join the data into one people data model. A built-in AI assistant turns plain-language questions into reports and charts. Users can also ask HR questions in Slack.
SplashBI An HR analytics product with 800+ KPIs and dashboards that are live on day one. Workforce Intelligence adds shared definitions for people data. 100+ ready connectors for HR systems. Customers can also build data pipelines or upload CSV files. SplashAI answers plain-English questions with cited sources. Users can see the database query behind each answer. It also works inside Microsoft Teams.
Visier Workforce Insights maps the systems a customer runs into one workforce model. Visier calls this a Context Engine. Pre-built connectors unify HCM, payroll, ATS, talent and data warehouse data in one governed layer. Several connectors, including BambooHR, Dayforce and iCIMS, are in Beta. People ask a workforce question in plain language and get an answer. Vee is Visier’s generative AI assistant. Visier announced Talent Agents at HR Tech 2026.
Products that read how people work
Glickon Mine is Glickon’s platform for monitoring the workforce and people experience with survey data. It also reports on digital interactions. Surveys plus digital footprints from email, calendars and chat. It connects to 170+ HR platforms. Proprietary AI predicts turnover at 3, 6, 9 and 12 months and flags teams at high risk of burnout.
Humanyze Humanyze Insights combines HRIS data with collaboration metrics to give insight into engagement, alignment and capacity. It syncs with 220+ HRIS and collaboration platforms, including ADP, BambooHR, Workday, Slack, Microsoft 365 and Google Workspace. Machine learning predicts workforce trends and attrition risk, and gives improvement suggestions from team behaviour trends.
Worklytics Worklytics connects your work tools, then anonymises, cleans and aggregates the data into metrics and network graphs. Over 25 work tools. Its Outlook connector reads email metadata only. Its Teams connector asks for permission to read all chat messages in the organisation. It sorts AI activity into work categories such as coding, research and drafting. It uses usage metadata only, never prompt or output content.

Analytics inside an HR or payroll system starts from that system’s data. That suits you if one system holds most of your people records. Reaching further can cost more. ADP’s Enhanced Insights adds your own financial data and is a paid tier. BambooHR’s CSV upload is for Elite customers. Rippling takes another route. It queries data held in Snowflake, Databricks, BigQuery, Redshift or Azure without copying it.

A separate platform joins many systems, so someone has to build and keep those connections. At Orgvue, the customer sets up each direct connection. Praisidio offers 50+ ready connections that need no engineering. Ask who does the work and who pays for it.

The fourth group needs the most care. It takes in email, calendar and chat records, which is where privacy and works council questions matter most. Worklytics’ Teams connector asks to read all chat messages, while its Outlook connector reads email metadata only. Glickon leaves the legal duties to the customer. Humanyze and Worklytics each give two answers on individual tracking, shown in the second table.

Five questions decide the purchase

These five questions carry the legal and financial risk, so check them for every product on your shortlist. Can it point at named employees? Who sees what? Can your own AI tool or data store read it? What does it cost? What can you take with you when you leave?

On the first question, the vendors are candid about the limits. Lattice tells customers not to rely on its AI to decide who is on or off track. It gives the same warning on promotions. Crunchr advises that statistical drivers do not establish causation or reliable individual flight-risk predictions. One Model advises that person-level results should be inputs to discussion, not automated decisions or guarantees. Treat any list of employees flagged this way as the start of a conversation.

Price and exit differ in shape as well as size. Deel Core is $5 per person per month. Dayforce People Analytics is $28.80 per employee per year. Worklytics Business starts at $2,500 a month for up to 200 users. Crunchr, Visier and UKG Ready ask for a quote. Compare the unit before you compare the number. On exit, BambooHR, Personio and Keka give 30 days to take your data out. Oracle, Paycor and Workday give 60. Glickon gives 15 working days. MeVitae may destroy data unless you request the latest backup within ten days. Ask for the export format before you sign.

Named employees, access, your own AI tool, price and leaving · 33 products
Product Does it point at named employees? Who sees what Can your own AI tool or data store read it? What it costs What you can take when you leave
Analytics inside an HR or payroll system
ADP Yes. It tells users which team members are most likely to leave and why. ADP’s AI principles advise that AI models should not be the deciding factor in decisions on an employee’s job status. Reports can be shared with key stakeholders and external partners. Enhanced Insights exports to Power BI and Tableau, and you can bring your own financial data in. Both connectors need an Enhanced Insights subscription. Enhanced Insights is $3 per employee per month on ADP Marketplace, and the first payment is free. Saving, exporting and sharing DataCloud data needs Enhanced Insights. Ask ADP what you can take with you when the contract ends.
BambooHR Bamboo AI looks for employees at risk of burnout or low engagement. It also flags unusual patterns in time-off use. Dashboards are shared by permission, and a viewer can see totals without access to individual records. Insights widgets follow each user’s access level. Dashboards export to PDF, PNG and Excel. An API returns saved reports and dataset rows. Elite, the plan with the dashboards, starts at $25 per employee per month. Companies with 25 employees or fewer pay a flat $650 a month for Elite. After a subscription is not renewed, you can download Customer Data for 30 days. Then BambooHR deletes it.
Darwinbox Yes. Darwinbox sells an Attrition Prediction model that identifies employees at risk of leaving, billed per employee per quarter. Role-based access means users see only the analytics for their responsibilities. Report Builder sets separate permissions to create, share and publish data sets. Native Power BI and Azure Data Lake links let you add business data. Darwinbox exposes 250+ APIs. People Analytics is typically priced per employee per month and scales with workforce size. You choose the parts you need and receive a custom quote. On termination Darwinbox makes a final backup and gives you the backup media. Each side returns or destroys copies within 30 working days.
Dayforce Dayforce offers flight-risk predictions. It also flags employees at risk of being overworked. Agents work with role-based access. Dayforce’s identity, permissions, privacy, security, approvals and audit records govern them. Governed MCP connections let outside AI tools reach configured Dayforce data. Advanced Reporting reaches Excel and Power BI, and reports export as XLS, CSV or PDF. Dayforce’s published price book has People Analytics at $28.80 per employee per year. Planning and Analytics together is $66.00. The core Dayforce platform, which includes analytics, is $171.96. Implementation fees are separate. Ask Dayforce what you can take with you when the contract ends.
Deel Ask whether it scores or flags named employees. Field-level permissions carry through to every report. The Copilot uses the asker’s credentials, and admins set access by data object or by field. Reports download as CSV or Excel. Deel’s developer tools stream salary, tax and employer cost data into a BI tool. Core is $5 per person per month and includes HRIS and people analytics. Advanced is $19 and Elite is $29. Hiring is priced separately. Ask Deel what you can take with you when the contract ends.
isolved Employers can drill down to see how an individual employee’s tenure compares with the industry average. Critical decisions in hiring, payroll and benefits need final human review. Reports are protected by role-based access and report group classifications. Dashboards go to managers. isolved offers API access for custom integrations. Reports export to PDF or Excel. isolved gives a personalised quote on request and no figure. Pricing is custom, based on organisation size and needs. Ask isolved what you can take with you when the contract ends.
Keka On the Growth and Retention dashboard, a user can click through to retained employees by name. The exit list is there too. A Global Admin sees company-wide insights. An HR manager sees data within their permissions. A reporting manager sees data for their own team. Each chart exports to PNG, PDF or Excel. The Keka API is a paid add-on that needs a technical team, with a limit of 50 requests a minute. People Analytics sits in the Growth plan on Keka’s US price list. On its global list it sits in the Strength plan. The API is a paid add-on. You get limited access for up to thirty days after termination, at no extra cost, to retrieve your data. Keka then starts deleting it, subject to backups and legal retention.
Oracle It can analyse performance by individual, team or organisation to uncover which employees may be a potential flight risk. Data security assignments filter what each user sees. For HCM, access follows the line manager hierarchy. The AI Assistant follows each user’s permissions. Oracle’s MCP server (a preview) lets AI tools read Oracle Analytics data under the user’s permissions. Oracle warns that it introduces security risks. Sending data to outside tools requires a licence by employee count. Fusion Operational Analytics is an add-on. Scaling up compute and storage incurs extra usage charges. A free start is offered. For 60 days after termination, Oracle makes your content available in a machine-readable format. It may keep the service open for retrieval instead.
Paycom Yes. The Retention Dashboard gives each W-2 (US payroll) employee a retention score from over 30 data points. Managers use it to find at-risk employees. IWant knows who is asking and answers only with data that person can access. Clients assign admins and build access profiles. Paycom works in a single database with no APIs or integrations. For clients with 50,000 to over 1 million employees, enterprise reporting exports data for analysis outside the core application. Paycom gives no figure. Price depends on headcount and the number of applications used. IWant costs nothing extra. Ask Paycom what you can take with you when the contract ends.
Paycor Yes. Paycor Analytics predicts who is likely to leave and why. It highlights the five most important aspects behind each employee’s prediction. The AI assistant gives answers tailored to the role and permissions of the person asking. Paycor offers 140+ APIs. Enterprise Data Sharing lets you merge Paycor data with operations and finance data. For companies under 50 employees, the Complete bundle is $199 a month plus $7 per employee per month. The same bundle has a $199 setup fee, and a waived fee is also advertised. For 50 or more employees, Paycor asks you to call. You can download your information and reports before the termination date. For up to sixty days after, you get access to payroll and tax reporting. Later requests may cost professional-services rates.
Personio The AI Impact Analyzer does not rate individual people. It is not for evaluating, selecting or monitoring individual employees. Ask whether the rest of the analytics flags named employees. Assistant answers follow attribute-level permissions, so administrators, managers and employees see different data. The Personio MCP server is in open beta for Core Pro customers. It gives AI tools read access to profiles, time off, pay and performance. Personio cannot trace how an AI tool uses data after it reads it. Price depends on the number of employees and any extra Apps. Book a demo for a quote. Personio may raise fees by up to 5% on renewal. You can export your data yourself for 30 days after termination. After that Personio deletes it.
Rippling Rippling’s example uses flag employees at risk of burnout from Zoom meeting patterns. Another finds employees who may be at risk of leaving by comparing performance with pay. Access is governed by role, with no extra licences needed. Rippling AI inherits existing permissions, so each answer is scoped to what the asker may see. Rippling reads Snowflake, Databricks, BigQuery, Redshift or Azure data without copying it. MCP tool calls return no data without an active Rippling AI trial or subscription. Rippling does not charge for viewer or editor licences. Pre-built dashboards in Platform Core cannot be customised. Custom reports by hand or by AI need a Rippling AI subscription. Ask Rippling what you can take with you when the contract ends.
SAP Pay Transparency Insights keeps a prediction for each individual employee and traces how the predicted salary is derived. Outlier Analysis lets you investigate individual deviations in pay decisions. Personal data may become visible in SAP Datasphere and SAP Databricks, depending on access control. SAP advises role restrictions. SAP Business Data Cloud shares data both ways with partner systems such as SAP Databricks and SAP Snowflake. SAP Snowflake is an extra subscription. Joule needs its own licence. People Intelligence needs SAP Business Data Cloud and SAP SuccessFactors Employee Central. NTT DATA’s UK G-Cloud list falls from £2.30 to £1.04 per user per month by size. Prices rise 3.3% a year. Ask SAP what you can take with you when the contract ends.
UKG Predictive alerts cover burnout, attrition and flight risk. Role-based analytics control access. Frontline managers get quick and secure access, and role-based dashboards give each team relevant insights. UKG sends data to other systems through APIs and data streaming. Its US terms bar AI tools from reaching your data unless UKG agrees in writing. It also connects insights to cloud data warehouses and analytics tools. UKG Ready buyers are sent to a sales expert for a quote. UKG may increase fees for each renewal term, and minimum quantities cannot be decreased during a term. Data stays available for review, reporting and export until deletion is requested or the service ends. UKG then deletes all customer data including backups, except what it must keep.
Workday Ask whether it scores or flags named employees. Row-level security can be set for hiring and worker data, and field-level security restricts sensitive fields. Separate view domains exist for People Analytics, Business Leader and HR Business Partner. Workday controls access to specific data records on the Detailed Data tab. Through Workday Data Cloud, a separately licensed product, the data reaches BigQuery, Salesforce Data 360 and Snowflake without copying. Data Cloud needs a Flex Credits subscription and is in Early Adopter release. Ask Workday whether Data Cloud is generally available yet. An MCP-compatible AI tool can connect, with the same permissions as the person it acts for. Ask Workday for the People Analytics price. AI agents are priced in Flex Credits. Workday gives yearly complimentary Flex Credits by company size. Order forms are non-cancellable and payments non-refundable, with two stated exceptions. On written request you get limited access for up to 60 days at no extra cost to retrieve your content. Workday then deletes the customer instance, except backups.
Zoho The Bradford score gives each employee an absence score. Zoho People permissions do not apply inside Zoho Analytics. Reports shared in the Analytics tab follow each viewer’s Zoho People permissions. Check which applies to you. Zoho Analytics is visible to its Database Owner and to people reports are shared with. If the analytics owner leaves, report data is no longer accessible. Zoho Analytics offers an MCP server on Zoho hosting or your own infrastructure. The MCP server project is in its development phase. Reports export as CSV, Excel, PDF, image or HTML. Zoho Analytics Basic starts at 2 users and 0.5 million rows. Each use of Ask Zia or an AI agent draws on a monthly allowance set by plan. Licences apply to active users only. Ask Zoho what you can take with you when the contract ends.
Analytics inside a performance, engagement or survey product
15Five Pay and Performance Risk plots employees on a grid. It finds high performers who may be underpaid and at risk of leaving. 15Five does not use AI to build psychological profiles of individual employees. Amaya uses the asker’s existing 15Five permissions. Only account admins and HR admins see the HR Outcomes Dashboard by default. 15Five MCP is included at no extra cost in Perform and Total Platform. It sends 15Five data to the AI tool and can make limited changes when updates are on. Amaya answers export to CSV, Excel, Word, Markdown or JSON. Perform is $11 per user per month billed annually, with AMAYA and the Insights Dashboard. Total Platform is $16 and Engage is $4. Seats cannot be reduced during the term. Access ends when the term ends, so download your data before then. 15Five may offer help after termination for extra fees.
Culture Amp Multi Signal Intelligence reports retention risk by group only and does not name individuals. Its Turnover Risk model scores each employee, but risk appears only for groups, never as certainty about a named person. Insights go to Account Administrators and users with an Insights role. The role has full and limited levels, and either can be limited to a group of employees. The REST API only pulls data out, and a developer on your team must set it up. It is included at no extra cost. Destinations include data warehouses and data lakes. Price depends on employees, product and service tier, billed annually. Contact Culture Amp for a quote. Multi Signal Intelligence is a free limited trial until 30 April 2027. For 30 days after termination you can export Customer Data. Culture Amp may then delete it, and will on written request.
Lattice AI Leverage Insights identifies employees who use AI to speed up high-quality work. It separates them from those generating volume without value. Lattice tells customers not to rely on its AI to decide who is on or off track. It gives the same warning on promotions. Only admins see the Analytics Summary. Managers use the Analytics Explorer and can filter charts only by fields they can see. Lattice’s public API lets admins and developers read data and write goals back. Reports download as CSV and can be scheduled daily, weekly or monthly. Foundations is $13 per seat per month and includes Analytics, the AI Agent and integrations. Compensation is a $6 add-on. Admins can export data at any point in the subscription. After expiry, access ends and Lattice deletes the account 180 days later. You can ask for immediate deletion.
Leapsome Resilience Signals detects patterns at team or employee level by fixed rules, without machine learning, scoring or prediction. The turnover prediction score is shown by team. Visibility groups can cover all employees, specific employees or only the user’s own data. HR page dashboards are visible only to Super-Admins. Leapsome MCP connects AI clients such as Claude and ChatGPT, and agents see what the user can see. It is included in all plans and is in beta. Write access is off by default. Agentic HRIS Pro is EUR 10 per employee per month. Performance Reviews are EUR 7, Engagement Surveys EUR 4 and Compensation EUR 3. There are no setup fees. For 30 days after termination you can download user data in CSV or similar files. At your choice Leapsome then deletes all personal data or returns it.
Qualtrics Qualtrics offers flight risk scores that guide manager action toward critical talent. Its models score engagement patterns, lifecycle signals and workforce trends. By default only Brand Administrators, EX Administrators and Employee Insights Admins can open the Employee Directory. They can view and modify all personal information for all users in the licence. Qualtrics provides an MCP server for each of its APIs that use the JSON data format. The API is a feature you buy. Data exports in CSV, TSV, XML, SPSS or Excel. Automated exports run by scheduled file transfer. Employee Experience is priced on employee count. A UK G-Cloud list gives tiers from 30.01 down to 2.85 per employee, with no currency or tier limits. Success packages start at £25,000 or 10% of annual software spend. You get a contractual window to export all collected data in CSV, TSV or XML. Qualtrics then deletes the rest. Self-service extraction carries no extra fee, but a manual export may.
Separate platforms that join data from many systems
ChartHop A Smart Bucket template can label each person High, Medium or Low flight risk. AI Pro can tell a user when a top performer starts to look like a flight risk. Its AI uses the user’s own access filter, so a user with no access gives the AI none. Sensitive-data categories can restrict pay and equity by department, team or custom rules. MCP connections with Claude need AI Pro, and write access is off by default. A Data Sheet synced to Google Sheets or Excel is visible to anyone with the spreadsheet. Sensitivity settings do not change that. An archived ChartHop price list had Core at $5 per employee per month, with extra products at $3 or $4. ChartHop now prepares a proposal after three questions and publishes no price. ChartHop offers data portability through its API and exports. Its security statement keeps data for up to one year after termination, then hard-deletes it. Its Standard Terms keep Customer Data for six months. Ask which applies. ChartHop deletes at once on request.
Crunchr Crunchr’s founder writes that individual turnover prediction from core HR data rarely reaches decision-grade precision. Crunchr also offers a drill-down to named employees, subject to the viewer’s permissions. Managers see their own line, and employee-level detail needs an explicit permission. Suppression rules follow the data through drill-downs, exports, reports and Ask Crunchr. Crunchr offers an API. Only aggregated metrics go to the language models, never an employee’s name. One fee covers the full platform and is based on workforce size. Users are unlimited. Crunchr publishes no figure. On termination Crunchr securely destroys your data, and you may choose to receive a copy first.
MeVitae It predicts at-risk employee groups. Identifying top talent at risk of leaving is also a benefit it promotes. Access to management interfaces and support channels is restricted by checking the user role on every operation. Users get audit information by contacting support. MeVitae’s G-Cloud entry offers API and flat-file exporting but answers No in its API field. Ask MeVitae which applies. You can set automatic report exports. Annual fees run from £6,600 for up to 500 employees to £72,000 for 10,001 or more. Implementation is £10,000 a month, averaging 3 months. Prices exclude VAT. You can request a flat-file data extraction during and at the end of the contract. MeVitae may destroy Customer Data unless you request the latest backup in writing within ten days after termination.
One Model Yes. It offers employee-level attrition risk models, and its Flight Risk template includes a by-name list of higher-risk employees. One Model tells customers to create by-name results only with internal approval. Permissions can be set on metrics, dimensions and drill-through columns. The same access roles and row-level rules apply through MCP. MCP access has no per-query fee, but your AI tool needs enterprise licensing, and it is in early access. The MCP server is an add-on for Essentials and Data Mesh and is included in Enterprise. Exports include CSV, scheduled export, file transfer and embedded dashboards. Three editions, Essentials, Data Mesh and Enterprise, each by quote. Extra data sources and insight packs are pay as you go on Essentials. One AI predictive modelling is in Enterprise only. One Model can store historical data and help move data to a new platform.
Orgvue Succession planning surfaces potential successors for each role and gives individual succession summaries. Talent intelligence can identify critical employees with in-demand skills. An admin can switch off CSV, TSV and PowerPoint export for selected users. Orgvue may discontinue the API at any time. Visuals export to PowerPoint. The UK Health Security Agency has a three-year Orgvue contract worth £904,322. UK Research and Innovation capped 24 months at £146,520 excluding VAT. Order forms carry a 7% annual increase. The supplier deletes all customer data within three months of termination. It gives reasonable migration help, at your reasonable cost, on written request.
HireRoad PeopleInsight Succession views let you drill down to an individual employee, including named successors, readiness and flight risks. Customers will know when employees are likely to start looking elsewhere. Customer data access is limited to HireRoad staff who need it for service, support or troubleshooting. The AI excludes personal data and processes only customer-authorised data. Ask HireRoad whether your own AI tool or data store can read PeopleInsight data. Teams can start from $250 a week. Add-ons cover extra data feeds, users and AI chat prompts per month, and more analyst support. HireRoad can invoice overuse charges if you exceed your Sales Order. HireRoad deletes client data within 30 days after termination, and backups may persist 30 more days. It retains aggregated and anonymised data used to train AI models.
Praisidio Praisidio has a flight-risk indicator report. Its guide advises that attrition risk signals suit identifying at-risk groups better than labelling individuals. Permissions control who can use the AI assistant, which employee data is visible and who can view specific reports. Row-level access limits people to their own org. Reports can be pushed to Slack or email and exported as PDF or PowerPoint. Ask Praisidio whether your own AI tool can read the data. An archived price list had a Pro plan at $10,000 a year for up to 1,000 employees. It included unlimited users and prompts. Advanced had custom pricing. Pricing now depends on organisation size, data sources and feature needs. Ask Praisidio what you can take with you when the contract ends.
SplashBI The predictive engine identifies employees showing early attrition risk signals. It predicts flight risks 6 to 12 months early. SplashAI enforces the same role-level and row-level security as the source systems. Permissions are inherited with no extra AI-side setup. SplashBI supports MCP and reuses the same access rules. It outputs to Snowflake, Databricks and Oracle ADW, and offers APIs. Pricing is by contact and depends on user count, data volume, products and deployment model. Data pipelines are not billed by data volume. Customers own their data and can export it at any time.
Visier Yes. Predictions can be viewed at the employee level. You see the specific employees predicted to resign and the top contributing factors. Talent Agents do not make hiring, pay or termination recommendations about individuals. Access to Vee follows customer-controlled permissions and profiles for each user. Agents surface changes scoped to each leader’s role, permissions and org structure. A Data Query API lets other tools ask Visier for figures. Data Exports reach Excel, Tableau or another data store. Pricing is based on the number of employees and varies with what you buy. Where price is set by employee capacity, extra employees come in blocks of at least 1,000. The master agreement counts contractors as employees. A 30-day free trial is offered. Visier’s Safeguards Policy has it delete or destroy customer data within 30 days. Backups made during the term are kept for up to 90 days, then deleted.
Products that read how people work
Glickon Glickon sells Turnover Prediction and active and passive organisational network analysis. It provides the tools, and the customer alone judges the legal duties. Ask Glickon who can see survey results and network analysis in your account. API Integration is an add-on. Mine Engagement dashboards export as PDF, PowerPoint or Excel. A Starter plan starts at €499 a month, or €3 per user per month. Survey fees follow the number of users who took part. Glickon may stop the customer seeing extra answers if participants exceed the number ordered. After the licence ends you get 15 working days to download results. Glickon then deletes the data 15 working days later. Its English General Terms give 10 working days and deletion after 30 days. Exit Data Exporter, an add-on, gives you a bulk export at the end.
Humanyze Its Trust Center aggregates all metrics to the team, function or organisation level, never to individuals. Its privacy policy has customers engaging Humanyze for individual-level and management-level feedback. Ask which applies to you. Role-based access controls are among its security measures. All data is pseudonymised and aggregated. Ask Humanyze whether your own AI tool or data store can read the data. Pricing depends on organisation size and features, and is given on request. Humanyze does not typically offer a free trial. Humanyze permanently deletes all Customer Data from its active systems within thirty days after termination. Backup retention policies and legal obligations still apply.
Worklytics Worklytics’ privacy page tells customers it does not track individual employee activity. Its July 2023 privacy policy tells them it analyses work information on both an individual and a company level. Ask which applies to you. The customer organisation remains controller of the data. It may instruct Worklytics to halt processing and destroy the data at any time. You can export datasets from the web app to a cloud provider you choose. Worklytics also streams data to your data warehouse. Exported data is no longer covered by Worklytics’ privacy policy and may include personal data. Business starts at $2,500 a month for up to 200 users and 5 integrations, and suits 100 to 1,000 employees. Enterprise pricing is custom. A Free plan also exists. You can ask Worklytics to cancel and delete your data. Worklytics may terminate or suspend an account at once, without notice, for any reason.

Ask each vendor on your shortlist to put its answers to all five questions in writing.

How to read the tables, and the two laws that apply

A cell that starts with Ask is a question for your first call with that vendor. It is not a finding about the product.

Some products let your own AI tool read their data through MCP. MCP is a standard link for tools such as Claude or ChatGPT. Leapsome, One Model, Oracle and Workday each run the AI tool under the signed-in user’s permissions. Personio cannot trace how an AI tool uses data after it reads it. Oracle warns that users should only reach data that can be shared with language models.

A product that points at named employees can trigger legal duties, so the law matters before you buy. In Germany, the works council has a co-determination right over introducing technical devices designed to monitor employees’ behaviour or performance. Annex III of the EU AI Act makes AI intended to monitor and evaluate workers’ performance and behaviour high-risk. An exemption can apply under Article 6(3), but a system that profiles people is always high-risk. Employers who use a high-risk system at work must tell workers’ representatives and the affected workers first. These duties start on 2 December 2027. Ask each vendor whether it considers its predictions to fall under these rules.

Where to go next

For a shortlist sized to your company, read the guide for mid-market companies or the guide for enterprise companies.

If you already run an HR system with analytics, read the guide for companies whose HR system has analytics. To let your own AI tool or data warehouse use the data, read the guide on connecting them.

To decide what to buy in the first place, read the guide to people analytics.

Sources