Leapsome AIWorkflows
Alisa H.New-engineer onboarding · drag to reorder
1HRIS
Record & contract
PeopleOps Partner2HRIS
IT access & hardware
auto-request3TALENT
30-60-90 goals
from role profile4LEARNING
Learning path assigned
Development Coach5TALENT
1:1s scheduled
manager confirms6TALENT
First review drafted
end of rampDeployed · liveRunning for 8 new hires this month · 96 steps executed, 0 missed · every step editable, every action logged
Leapsome AIPeople performance
Alisa H.Prompted: Show me talent density and the signals worth acting on this quarter
GeneratedTalent density
78%+6
Rated strong or exceptional this quarter.
- Strong+
- 48 people
- Ready to step up
- 12
- Regretted attrition
- 4.1%
- Internal fill rate
- 61%
Signal detected · Engineering
TodayResilience dropping in Engineering — three converging signals put Q3 at elevated risk.
- ↑ 31%Overtime up · 8 people over 45h
- ↓ 1.4Engagement down · 6-quarter low
- 2 flaggedKey people · no growth in 6 months
Talent density by team
This quarterProduct84
Customer Success79
Sales61
Ops72
What the connected data shows
3 insightsSales density dip traces to workload: absence and overtime rose before engagement fell.
AbsencesTime trackingEngagementPromotions without comp adjustment show twice the regretted attrition.
PromotionsCompensationAttritionFast ramp-ups share one thing: a learning path assigned in week one.
OnboardingLearningPerformance
Leapsome AIAI agents
Alisa H.Development Coach
For every employee · chatting as Maya
Hi Maya. I know your goals, your last review, and where you want to go. What’s on your mind?
Maya
How do I grow toward Senior PM?
Strategy is your open gap. The Q4 pricing project would close it. Want me to suggest it for Thursday’s 1:1?
Culture Advisor
For leadership · early signals
Alisa
What should I be watching across the teams?
Three signals stand out this week — each with a suggested next step:
- AI adoption uneven: two teams far behind on the new tools. Peer session and learning path suggested.
- Workload rising in Sales: overtime up 3 weeks straight. Pulse check suggested.
- High performer at risk: feedback volume dropped. 1:1 talking points prepared.