EmployticaEmploytica HRHRzZ

Automate HR
with Employtica

We fix

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Are your people paid what the market pays? Is hiring buried under CVs? Is your AI actually moving the needle? We map how your HR really runs, build AI agents only where they pay — and we stay until the ROI is real.

Start your HR automation journey now
Finding talent 6 job boards, by hand Hiring CV pile-up Onboarding Endless email chains Training Low turnout Productivity Busy, not productive Performance Reviews always late Salaries Pay gaps unseen Retention Surprise exits Exit interview Forms nobody reads Transformation Change nobody adopts AI adoption AI bought, barely used AI Integrationby Employtica HRHR TEAM HR chaos level Without Employtica: HR pulled in 11 directions

What the research says

HR's problems are measurable. So are the fixes.

We don't sell AI on hype. Here is the evidence we build on, and what we do about each finding.

The people problem

21%

of employees worldwide are engaged at work, and managers drive 70% of the difference between teams.

So we measure manager–team health, not just company averages.

Gallup, 2025
52%

of people who quit say their manager or company could have stopped them. Replacing one costs half to twice their salary.

So we flag flight risk while there is still time to act.

Gallup
47%

of employees paid above market still believe they are underpaid — and people who feel unfairly paid are 45% more likely to job-hunt.

So we benchmark pay and explain it, not just set it.

Payscale, 2025
88%

of employers say their hiring systems reject qualified, high-skilled candidates for not matching the criteria exactly.

So our screening scores capability, not keywords.

Harvard Business School & Accenture

The AI problem

+40%

higher quality and 25% faster work for consultants using AI on suitable tasks — but 19 points less accurate on tasks AI can't handle.

So we decide where AI fits before we build anything.

Harvard Business School & BCG
95%

of company generative-AI pilots show no measurable profit impact. The gap is integration into real workflows, not the model.

So we build AI into your HR process, not beside it.

MIT NANDA, 2025
51%

of frontline employees use AI regularly. Those who get five or more hours of training are far more likely to keep using it.

So we measure the KPI AI should move, not just who logs in.

BCG, 2025
70%

of transformations fail, and 72% of failed programmes blame employee resistance or management behaviour.

So we stay until the change is used and the ROI is real.

McKinsey

Who we work with

Your HR team — or the experts behind it

Work with us directly, or keep the client relationship and let us be your invisible AI team.

HR departments

We take the whole concern off your plate — from process mapping to a working AI tool your team actually uses.

  • Hiring, pay, performance, engagement
  • AI apps built around your HR process
  • We stay till the KPIs move

HR & change-management consultants

White-label: your brand up front, our AI build behind it.

  • Diagnostics and analytics for your engagements
  • AI impact and change-readiness measurement
  • Client-ready action boards and reports

What we do

HR, analytics and technology — now with AI

Since 2016 Employtica has combined HR know-how, analytics and technology. AI now does the reading, sorting and flagging, with real-time insights, so your team can act.

01

Read your people

People analytics with AI that interprets the data and tells HR what to do next.

  • Flight-risk early warning — predicts who may leave and why
  • High-performer profiling — what your best people do differently
  • Manager–team health — span of control, engagement and ratings by manager
  • Always-on listening — pulse surveys and comments read by AI
  • Pay vs. market — benchmarks, regression models, pay-gap alerts
  • Workforce planning — skill demand and supply forecasts

You get: problems spotted early, with the reason behind them.

02

Automate the HR work

First we measure where HR time really goes. Then we automate only what pays back.

  • HR efficiency analyser — hours and cost per HR activity
  • Hiring automation — AI job descriptions, CV screening, shortlists
  • Onboarding flows — checklists, letters and reminders that run themselves
  • HR helpdesk agent — policy answers in seconds, 24/7
  • Automated reporting — HR dashboards that update themselves
  • Custom HR apps — built on your HRIS, ATS and spreadsheets

You get: less admin, faster hiring, time back for people work.

03

Prove AI moves the needle

Using AI is not the goal. Better results are. We measure the outcome, not the logins.

  • Change readiness — current vs. desired culture, gaps by team
  • AI adoption — training and nudges for HR, recruitment and social media teams, tied to a KPI
  • AI impact measurement — time saved, quality and output, before vs. after
  • Employee productivity — where effort goes, linked to goals and company outcomes
  • ROI tracking — the agreed KPI, measured until it moves
  • Custom people analytics — for problems no template covers

You get: proof of what AI changed, in numbers your leaders trust.

HR agents we build

Small AI agents that do one HR job well — built on your existing systems, with a person approving every decision, and measured until the ROI is real.

Screening agent

Reads every CV against the job and explains each score.

Live in TalScan

Onboarding agent

Sends checklists, letters and reminders, and chases what’s missing.

HR helpdesk agent

Answers policy questions 24/7 from your own documents.

Performance agent

Drafts review summaries from goals, check-ins and feedback.

Pay agent

Flags roles paid below market before people start looking.

Flight-risk agent

Alerts managers to who may leave, and why.

Exit-insight agent

Reads every exit comment and reports the themes to fix.

AI adoption coach

Nudges teams to use AI, and checks whether it moved the KPI.

How we work

We design, implement and track what we recommend

We partner with HR teams and HR experts — working beside you as one team, or quietly behind the scenes, whichever suits the work. Either way, our promise since 2016 holds: most partners stop at the report; we stay till the ROI.

  1. Understand

    Define the problem before the solution. Map how your HR process really runs.

  2. Design

    Use the data you have, or set up simple tools to collect it. Add AI only where it pays.

  3. Implement

    Build it with your HR team or under your consultant's brand, and stay hands-on until it's live.

  4. Track till ROI

    Dashboards compare the agreed KPI before and after AI. We fix what isn't moving it.

Side by side

One team with your HR

We join your HR team or your consultants as an extra pair of hands — shared plans, shared meetings, shared credit.

Behind the scenes

Your brand, our build

We work quietly in the background for HR consultants and firms. Your name faces the client; we design, build and support the AI.

Proof

Work behind the promise

Real engagements, told as problem, build and the numbers behind them. Client names and data stay confidential; research benchmarks are linked.

TalScan — AI CV screening

Our own product

Problem

Recruiters spent hours reading CVs that didn't fit.

What we built

AI that ranks every CV against the job description, with reasons.

Key numbers

7.4 seca recruiter’s average CV skim Ladders, 2018
100%of each CV read against the job, scored in seconds TalScan
≈ $0.06per CV scored, with reasons (₹5) talscan.com
AI matchingDeep scanInterview questionsContact extraction

How it works

  1. Upload the job description and a batch of CVs.
  2. AI reads every CV in full and scores the match to the job, with written reasons.
  3. Deep scan adds strengths, gaps and tailored interview questions per candidate.
  4. A ranked shortlist comes out; the recruiter makes the final call.

Claim-call intelligence

US insurer

Problem

Claim filings had errors no one could trace back to the calls.

What we built

AI that reviews calls, flags filing mistakes and guides team coaching.

Key numbers

1–5%of calls a QA team can review by hand industry estimate
100%of claim calls reviewed by the AI our build
Speech-to-textRule checksCoaching insights

How it works

  1. Every claim call is transcribed.
  2. AI checks each call against the filing rules and flags missing or wrong details before filing.
  3. Patterns are grouped by agent and team.
  4. Team leads get coaching points, not just error counts.

Pay benchmarking

Compensation consultancy

Problem

Pay decisions had no reliable market reference.

What we built

A benchmarking report and regression model to price every role.

Key numbers

5budget bands, each role priced by percentile our model
29–42organisations behind every role’s regression our model
47%of staff paid above market still feel underpaid Payscale, 2025
Survey + public financialsQuantile regressionOutlier checks

How we did it

  1. Cleaned the pay survey and matched each organisation to its public financial filings.
  2. Fitted a log-linear quantile regression for every role, on organisation budget.
  3. Flagged outliers and suppressed roles with too few data points.
  4. Delivered percentile pay for each budget band, plus a written report.

Is Copilot moving the needle?

Large IT company

Problem

Copilot was rolled out and people used it — but leaders could not say if it changed results: deals, sales, engagement or work-life balance.

What we built

A before-and-after impact study that tests cause and effect, not just usage: who uses Copilot, and did their numbers move?

Key numbers

4business KPIs tested against Copilot use our study
2comparisons: before vs. after, and heavy vs. light users our method
26 mina day saved per user in the UK government’s 20,000-person trial — our benchmark GOV.UK, 2025
Before / afterCorrelationHypothesis testingTeam-level view

Hypotheses we test

If Copilot works…We measureHow we test it
Proposals get faster and better, so more contracts are wonContract win %, proposals per personBefore vs. after rollout; heavy vs. light users
Sales teams spend more time sellingSales value, days to closeBefore vs. after, by team
People get time backAfter-hours work, work-life balance scoreCorrelation with Copilot usage
Work feels betterEmployee engagement scoreBefore vs. after, controlling for role and tenure

Each hypothesis ends in a verdict — moved, no change or can't tell yet — and a next step per team.

About

HR first. AI second.

Employtica is the HR practice of Ashish Mishra — an economist by training and a people-analytics consultant by trade. The domain was registered in 2014; the first Employtica services launched in 2016.

2010first HR analytics role
15+years in people analytics
300+data & AI projects delivered

The HR journey

  1. 2010

    Aon Hewitt — Associate

    Analytics support to Hewitt consultants worldwide: employee engagement survey analysis for change-management experts, and the HR analyzer survey.

  2. 2011–13

    Accenture — Analyst

    Span-of-control and workforce planning for a global FMCG client, culture assessment for change teams, learning-and-development impact, pay and benefits benchmarking, and attrition analysis. Pinnacle Award; co-authored an Accenture Institute for High Performance white paper.

  3. 2013–

    Independent people analytics

    Engagement survey analytics for global Fortune 500 firms, leadership assessments for a UK leadership consultancy, HR metrics and change support for a US mid-sized firm, and a post-Covid candidate study with personas for a global recruiter.

  4. 2014–16

    Employtica founded

    HR analytics plus technology for HR teams: retention, high-performer profiling, attrition prediction, workforce planning — designed, implemented and tracked.

  5. 2024

    Culminate Strategy Group

    People-analytics consultant: AI adoption metrics, change-management tools, and a Copilot impact assessment for a US IT solutions provider.

  6. 2025

    TalScan

    Built and launched an AI CV-screening product that ranks every CV against the job, with reasons.

  7. Today

    Employtica, with AI

    HR automation and AI integration — for HR teams directly, or white-label behind HR and change consultants.

Not a lone freelancer

Built for teamwork at enterprise scale

Independent doesn’t mean solo. Ashish has spent his career inside large teams — briefing Fortune 500 leaders and building alongside their engineers, data analysts and data scientists.

In the room with leaders

Presented engagement and workforce insights to C-level and HR leaders at global Fortune 500 firms, with executive-ready reports.

Inside engineering & data teams

At Upwork Inc., Analytics Lead for Customer Experience for 1.5 years — working with the leadership team and moving support data from Zendesk into the company data warehouse.

Trained in big-firm consulting

Part of global client teams at Aon Hewitt and Accenture, and research with Accenture’s Institute for High Performance.

Leads and plugs into teams

Leads analysts, data engineers and data scientists on complex builds, and works inside consulting partners’ teams under their brand.

We fit your rhythm: your tools, your stand-ups and steering meetings, your security rules.

From our project files

A selection of HR projects delivered independently since 2010. Client names withheld.

  • 2010

    L&D market research

    Learning-and-development market study and research method for a US eLearning firm.

  • 2013

    HR technology evaluation

    Compared the top HR software tools to guide a US client’s HR tech choice.

  • 2014

    Employee involvement research

    Employee share schemes and involvement, built on national workplace-relations data.

  • 2016

    FTE staffing model

    Workload-based headcount model to size a team’s full-time staff.

  • 2017

    Culture study, global biopharma

    15 employee focus groups plus a survey, read through the McKinsey 7S lens.

  • 2017

    360° leadership survey

    360° survey and 16 coaching interviews turned into strength reports for a leadership coach.

  • 2017

    Coaching-school survey

    Survey and open-ended comment analytics for a US coach-training institute.

  • 2021–22

    Job-market and salary analytics

    US job posts and salaries by state, with NLP to normalise job titles.

  • 2022

    Pay and new-hire analysis

    Pay analysis and new-hire summary for a US HR consultant.

  • 2023

    Wage benchmarking

    Salary benchmarks built from job-board data for a US HR advisory firm.

  • 2023

    Workplace discrimination study

    UK survey on discrimination and career progression, tested with ANOVA.

  • 2023–26

    Compensation benchmarking

    Survey report and quantile-regression pay model for a compensation consultancy.

Good questions

Before you reach out

Straight answers to what HR leaders and consultants ask us first. Anything else — use the form below.

Is Employtica just one freelancer?

No. Employtica is led by Ashish, who has worked inside large teams at Aon Hewitt, Accenture and Upwork Inc., briefed Fortune 500 leaders, and led analysts, engineers and data scientists. We join your team as a partner — or bring the right specialists for the job.

Will AI replace our HR team?

No. Harvard Business School research with BCG found AI lifts quality on tasks it suits but makes people less accurate on tasks it doesn't. We use AI for the reading, sorting and flagging, and keep judgement with your people.

Do you replace our HR systems?

No. We work on top of what you already use — your HRIS, ATS, surveys and spreadsheets. If you have no data yet, we set up simple tools to collect it.

Can we put our own brand on your work?

Yes. For consultants we work white-label: your brand faces the client, we build and support behind the scenes.

How do we start?

Pick one HR process that hurts. We map it, agree the KPI it should move, and build a small first version. If AI isn't worth it there, we'll say so.

What happens after launch?

We stay. Usage alone proves nothing, so we track the agreed KPI before and after AI, fix what isn't moving it, and only call it done when the ROI is real.

Make the difference with AI.

Tell us one HR issue that eats your week. We'll read it and tell you honestly if AI should touch it.

Where does it hurt?