Explainers
What each part of the toolbox does
One plain-language explainer per component — the job it does, how it works, what it enables, and where it fits. Written for alignment, not persuasion, and grounded in the real code. Unbuilt capabilities are marked (TBD), never faked.
Products & primitives
The surfaces a buyer or developer actually meets — composed offerings and the cross-cutting building blocks.
- analytics-plan-generator
Analytics-Plan Generator
Analytics-Plan Generator turns "what should we even measure?" into a ranked, defensible plan: it reads what the leadership team actually cares about, finds the models that speak to those priorities, and tells you which measurements buy the most decision-confidence per dollar — measure these, in this order, and skip the rest.
- anycomp-decision-layer
AnyComp — the Compensation Decision OS
AnyComp turns a stated pay strategy and a budget into several scored, defensible ways to spend it — never one take-it-or-leave-it recommendation — so a compensation leader walks into the room with a choice, not a verdict.
- decision-wizard
Decision Wizard
Decision Wizard walks you through a hard, multi-criteria choice the disciplined way — weigh what matters, score each option under two futures, then find out whether more information is worth buying before you commit.
- insight-player
Insight Player
Insight Player is the one shape every People Analytics finding takes on its way to a human, and the one engine that decides which finding that human sees next.
- leadership-index
Leadership Index
Leadership Index scores a leader on the one thing a 360 survey can't see: whether they actually understand their world — how well they predict it, and how closely their self-view matches how the people above, below, and beside them experience them.
- metric-market
Metric Market
Metric Market is the workbench where a curator turns a pile of computed numbers into an ordered, self-explaining board of metric cards — with the most consequential cards already sorted to the top.
- signals-feedback-loop
Signals feedback loop
The Signals feedback loop watches how a person actually reacts to content — what they rate, save, dwell on, dismiss, skip — and quietly makes the next thing they see fit them better.
- visualization-catalog
Visualization Catalog — explainer
The Visualization Catalog is the toolbox's shared chart library: a developer or AI agent describes the *shape* of an answer, and the catalog hands back the right honest chart — already vetted against a portfolio-wide set of chart-hygiene rules.
Spokes
The individual services, each owning one algorithm, schema, and versioned contract.
- anycomp
AnyComp
AnyComp is a compensation decision engine: it turns a stated pay strategy and a budget into several scored, defensible spending scenarios — never a single take-it-or-leave-it option — and keeps the models, evaluations, and decisions versioned in a database rather than a spreadsheet.
- calculus
Calculus
Calculus is the numerical brain of the toolbox: it turns a raw number into a number that knows how sure it is, where it sits, and which way it's moving.
- data-anonymizer
Data Anonymizer
Data Anonymizer is the privacy floor every other toolbox component stands on: it finds personal information, masks or tokenizes it, and refuses to show a team-level number when the team is too small to be anonymous.
- factor-models
Factor Models
Factor Models turns a pile of HR metrics into a small, named set of latent drivers — and refuses to put any version of that model into production until it has passed a holdout test.
- forecasting
Forecasting
Forecasting turns an uncertain people decision into numbers you can act on: a distribution over the outcome, and a dollar value on what knowing more would be worth.
- glass-ox
Glass Ox
Glass Ox turns a messy, inherited dataset into a canonical model through a chain of steps you can see through and that test themselves — so an AI agent can't silently default 84% of jobs to one level and have nobody notice.
- insight-sprint-studio
Insight Sprint Studio
Insight Sprint Studio is the planned workflow tracker that walks a People Analytics question from a rough problem statement, through causal validation, to a scaled rollout — keeping the evidence and decisions audit-linked the whole way.
- job-family-agent
Job Family Agent
Job Family Agent is the toolbox's canonical answer to "what *is* this job?" — it turns a messy job title or description into a standard occupation code, a job family, and (through the JobFrame canon) a governed Family × Focus × Level profile.
- manager-effectiveness
Manager Effectiveness
Manager Effectiveness turns the scattered evidence about a manager — survey ratings, team outcomes, calibration behavior, retention, forecast quality — into one defensible 0–100 score, with every contributing piece visible underneath it.
- metrics-catalog
Metrics Catalog
Metrics Catalog is the toolbox's dictionary of HR metrics: the canonical definition, formula, and unit for every workforce number the rest of the toolbox computes against.
- network-analysis
Network Analysis
Network Analysis turns "who works with whom" into measurable structure — who connects teams, who brokers across silos, and which clusters the org actually splits into.
- org-graph
Org Graph
Org Graph turns a flat HRIS export into a queryable, time-aware map of who reports to whom, who pays for whom, and which department rolls up to which leader — with operator corrections layered on top of the raw feed.
- performance-calibration
Performance Calibration
Performance Calibration measures what the calibration meeting actually changed — how many ratings moved up, how many moved down, how many held — and attributes that movement to the leaders who own it.
- performance-validity
Performance Validity
Performance Validity treats a performance rating as a measurement instrument and asks the question every rating cycle dodges: is this number reliable, does it predict anything, and does anyone agree on it?
- preference-modeler
Preference Modeler
Preference Modeler turns "what do people actually care about" into a defensible number — collected through surveys built to resist guessing, aggregated only when enough people answered to keep anyone anonymous.
- principia-connector
Principia Connector
Principia Connector is the toolbox's planned read-only window onto Principia's canonical-measurement catalog — today it is a reserved namespace with a heartbeat, not a live capability.
- program-evaluation
Program Evaluation
Program Evaluation answers "did this program actually work?" with a defensible causal estimate — and locks down what you said you'd measure *before* you see the result.
- reincarnation
Reincarnation
Reincarnation is an adaptive survey engine: it picks the most informative questions to ask next, scores the construct underneath them, and continuously retires weak items while promoting strong ones.
- segmentation-studio
Segmentation Studio
Segmentation Studio turns messy HRIS columns into governed, named groups of people — and issues a stable ID for every group so two tools can mean the same thing by "Engineering in the West."
- survey-orchestrator
Survey Orchestrator
Survey Orchestrator decides *who* gets asked *what* survey *when* — and routes each program to the right measurement engine — without ever owning the questions or the answers.
- wage-benchmark
Wage Benchmark
Wage Benchmark tells you what an hour of a given job is worth in a given place — and is honest about how sure it is.
- wage-compliance
Wage Compliance
Wage Compliance is the operational layer for jurisdictionally-variable pay law: it resolves where a worker actually sits, finds the rule that governs that place on that date, and checks an offer or a whole roster against it — with the source citation attached.
- worker-resolution
Worker Resolution
Worker Resolution takes the scattered, inconsistently-labeled HR spreadsheets that describe the same people and stitches them into one keyed record per person — without letting a stray tab overwrite payroll truth.
- workforce-planning
Workforce Planning
Workforce Planning is the canonical position spine: it tracks every budgeted, filled, and open seat in an organization, reconciles what HR, the ATS, and Finance each *think* the headcount is, and forecasts where it lands 30/60/90 days out.