Dylan Hoback
Accu-Tube
My Praxie analytics software transformed our operations, enabling data-driven decisions and streamlining our manufacturing process.
You can report turnover. You cannot predict it.
Replace headcount reports that describe last quarter with AI that connects people, performance and engagement data — so you see which teams are at risk while you can still do something about it.
$0
Send us one year of your real HR data
See Praxie in Action Now
Free pilot on your own people data. You keep what we find.
AI HR analyticsfor HR and people leaders
Customer Success Stories
Dylan Hoback
Accu-Tube
Jason Carpenter
Environmental Pest Management
With Praxie, I found a way to take what was in documents and spreadsheets and provide my team with a visual application environment to drive our strategy with full accountability.
Elizabeth Pridham
Perfection Fresh
Praxie dramatically improved our process through digital transformation. We now have visibility and can drive decisions at a fraction of the time.
Scott Russell
NUCOR Vulcraft
I would heartily recommend the Praxie team to any organization seeking to seriously undertake a lasting and successful innovation process.
Mike Bainbridge
Dover Food Retail
Our MFG Ops application greatly improved our daily management initiatives. It is easy to see how we are doing, identify issues, and track improvements—no matter where we sit.
Jeff Piotrowicz
ChemLink
With Praxie we've created a way to report on complex projects that gives management full visibility. Executives have visibility to projects, assignments, and more at their fingertips.
Maureen Thompson
American Nurses Association
Our Praxie App makes it easy to track progress on strategic objectives across the organization and includes an executive-level dashboard with real-time reports to the board on key initiatives.
Tom Anderson
Springfield Armory
Praxie is used every day to track and analyze every aspect of production, quality, safety, and more. We improved quality by 10%.
Peggie Pelosi
Innovators Alliance
Almost overnight, Praxie created a customized solution for our 100 member organizations across Canada to drive strategy and innovation.
Kate Merton
Anthem
Praxie's innovation solution stood out from other options because it can be customized so quickly to fit our exact process requirements. Plus, it is incredibly easy to use and manage.
Every exit interview tells you something you could have known.
Reporting headcount was the easy part. Seeing the risk forming, before the resignation lands, is the job.
“Why did we lose three people from that team?”
“I did not realise they were unhappy.”
A monthly headcount report, and a resignation nobody saw coming.
You do not need another dashboard. You need the data to flag the risk — while a conversation can still change the outcome.
If you own people data
Is this your quarter?
Most HR and people leaders recognise at least four of these. If you recognise six, the rest of this page is written for you.
- Reports describe what happened, never what is about to.
- HRIS, performance and engagement data sit in separate systems.
- Turnover is explained after the fact in exit interviews.
- Managers find out about disengagement when the resignation arrives.
- Pay equity and progression questions take weeks to answer.
- Each business unit reports headcount differently.
- Absence patterns are visible but nobody is watching them.
- “Which teams are at risk?” cannot be answered with evidence.
None of this is a reporting problem. It is a foresight problem.
Is this you?
Worked example — multi-site employerAttrition used to be explained after it happened.
Lagging↓Leadingwhat your people data tells you
Several thousand employees, three HR systems, and a monthly report describing a quarter that had already closed.
Because people data lived in separate systems and was only assembled retrospectively, the patterns preceding a resignation were visible in hindsight and invisible in advance.
With those sources connected, risk indicators surface as they build, so managers get a conversation rather than a resignation letter.
People review, 9am
What you walk into the people review with
Today
A report about last quarter.
- Assembled by hand from three systems
- Turnover explained after the fact
- Risk visible only in hindsight
- Units reporting headcount differently
→
With Praxie
A view of what is building now.
- People, performance and engagement connected
- Risk indicators surfaced early
- One set of numbers across the business
- Time to act before the resignation
Key ROI Elements
30%
Less Manual Reporting
Spot trends earlier and reduce manual report-building.
40%
Faster Reporting Cycle Time
Cut delays from question to dashboard to decision.
25%
Higher Data Consistency
Keep every KPI consistent and current.
15%
Lower Reporting Cost
Reduce manual pulls, rework, and errors.
Fewer
Blind Spots
See workforce risks before they grow.
Higher
Decision Speed
Answer leadership questions in minutes, not days.
See Praxie in Action Now
Which team would hurt most if two people resigned next month?
Now select a day and time below.
Why HR Dashboards Describe the Past
Spreadsheets &
Manual Logs
- Reactive tracking
- Manual spreadsheet reports
- Limited trend history
- Hard to keep metrics consistent
- Higher reporting-error risk
HRIS / Core HR
Reporting Modules
- Connected to enterprise data
- Often rigid workflows
- Slow field adoption
- Heavy configuration
- Limited AI guidance
Traditional
BI Tools
- Good charting
- Custom report support
- Can become data-entry heavy
- Limited operational context
- Often weak analytics
Point
Predictive AI Tools
- Useful for narrow use cases
- Detects some patterns
- May require data projects
- Disconnected from execution
- Limited HR context
★ BEST FIT
Praxie AI-Powered
HR KPI Dashboards
- AI dashboards, KPIs & insights
- Predictive alerts and risk prioritization
- Connects HRIS, ATS, payroll & surveys
- Dashboards, workflows & manager guidance
- Faster deployment, lower complexity
Dashboard flexibility
–
◐
◐
–
✓
Real-time metrics & alerts
–
◐
◐
◐
✓
AI trends & recommendations
–
–
–
✓
✓
KPIs, drill-downs & reports
–
◐
✓
–
✓
Connected HRIS, ATS & payroll data
–
◐
◐
◐
✓
Speed to deploy and adapt
–
–
◐
◐
✓
Why Praxie
Stands Out
Stands Out
More flexible than rigid HRIS reporting modules
Far more automated than spreadsheets and manual logs
Broader than generic BI dashboards
Faster to deploy than heavy BI implementations
Questions HR Leaders Ask Us First
The objections we hear in the first 20 minutes — answered plainly.
1
How does AI improve HR KPI dashboards — and can my team trust it?
Answer: The AI helps HR teams make better decisions by analyzing headcount, turnover, hiring, engagement, and cost data. Insights are explainable, so teams can see why a metric is trending and stay in control of every people decision.
2
Can this reduce manual reporting and data errors?
Answer: Yes. AI-powered HR dashboards pull data automatically, apply consistent definitions, and flag anomalies and trends before they surprise leadership. This helps teams shift from manual, error-prone reporting to live, trusted analytics.
3
How does the system help build and prioritize the right KPIs?
Answer: The AI can help define, build, prioritize, and organize KPIs based on business questions, leadership priorities, data availability, and audience. Teams get a clearer view of which metrics matter most and why.
4
Will this help us spot trends and workforce risks?
Answer: Yes. The system analyzes patterns across turnover, hiring, engagement, and cost data to surface trends, hotspots, and likely drivers across departments, locations, teams, or roles.
5
Is this better than spreadsheets or a basic BI tool?
Answer: Yes. Spreadsheets and generic BI tools store data but do not actively interpret it. AI-powered HR KPI dashboards connect HRIS, ATS, payroll, and survey data so teams can build dashboards faster, spot trends, and continuously improve workforce decisions.
Bottom line: AI-powered HR KPI dashboards help teams unify people data, build the right metrics, spot trends early, and move from manual reporting to real-time, decision-ready analytics.
Which team would you look at first, if the risk was visible?
Send us one year of your real HR data. We’ll show you what Praxie would surface — your teams, your patterns, your risk.
1Send us a year of data230-minute review3Free pilot on your data
See Praxie in Action
No cost, no obligation — and you keep what we find either way.