Natural language
workforce analytics.
Ask a workforce question in plain English. Pin the answer to a live dashboard or report. Retention, comp, performance, recruiting, flight risk and predictive modeling: the answer comes back with the charts and the numbers behind it, built on a guardrailed, structured data warehouse that our consultants built by hand after decades of experience.
From question to
strategic action.
We Build Your Data Layer
Our consultants pull data out of your HR systems, plus finance and operations, and rebuild it in a proprietary analytics-ready format with guardrails around every field.
You Ask a Question
Type it the way you would say it. Retention trends, performance gaps, flight risk, what a role really costs. The answer comes back in seconds.
Analysis Engine
Advanced Models run the statistics, benchmarking, and forecasting against the structured data our team prepared.
You Get a Strategic Answer
A clear answer, the supporting data, the ROI math, exportable charts and tables, and what your strategic options are.
Pin to Live Dashboards
Send any chart or answer to a dashboard or report that refreshes with your data. No BI tool required.
Consultative and Strategic Outcomes at Your Fingertips
Retention & Turnover Reduction
Find out why people actually leave, not why exit surveys say they leave. Then see where to act first.
Predictive People Analytics
Flight risk scoring, headcount forecasts, attrition modeling. You see the problem while there is still time to act on it.
Performance Drivers
What separates your top performers from everyone else, and which of those patterns you can reproduce.
ROI-Focused HR Metrics
Every metric ties back to money: productivity, revenue, cost saved.
Live Dashboards & Reports
Push any chart or table from an answer straight into a dashboard. It stays live and refreshes as the people data updates. Share it, schedule it, and skip Tableau and Power BI entirely.
Natural Language Queries
Ask a complicated question in plain English. Advanced Models read the intent, query the curated data layer, and answer with real numbers.
The analytics teammate that scales with you.
Arbor gives you the output of a full people analytics function without the massive investment it used to take. It works next to the analysts you have, and stands in for the ones you do not.
No HR analyst on staff?
Arbor is your analyst.
Most small and mid-size HR teams never get a dedicated analytics hire. Arbor covers that ground. Ask in plain English, get the answer a seasoned people analytics professional would give you.
- Answers grounded in a data foundation built over hundreds of client engagements
- Charts and reports ready for the CFO, CHRO, or a board deck
- No SQL, no BI license, no data team
Already have HR analysts?
Arbor is their force multiplier.
Good analysts burn most of their week on the same tactical questions. Arbor answers those, and your team gets its time back for the work you hired them to do.
- Routine, low-impact requests come off your team's plate
- Analysts move to modeling, storytelling, and business partnership
Built by consultants
Arbor is that expertise, packaged.
The expertise here comes from decades of HR analytics consulting. We are deliberately making the best parts of our own jobs obsolete, so an answer from Arbor reads like one from a consultant who already knows your business.
- Decades of HR analytics consulting built into the product
- Real data models and frameworks, not generic templates
- Consulting-grade insight at software speed
The humans behind
the software.
Software is only as good as the data underneath it. Our workforce analytics consultants integrate and structure the data from your systems: Workday, SAP, ADP, or whichever HRIS, ATS, performance, and time and attendance tools you happen to run. Once the people data is in, we bring in the financial and operational data that gives it meaning.
We connect to
Human-Built Data Foundation
Consultants with decades in workforce analytics take data from dozens of HR systems and rebuild it in a proprietary, analytics-ready format. That human work is what makes the answers trustworthy.
Structured for Precision
Every source lands in a schema built around the metrics leaders actually ask about. Fields are validated, normalized, and given context, so any number can be traced back to its source.
Guardrails Built Into the Product
The data structure closes off the usual failure modes. Models cannot misread your data or invent an answer. We spent years on those guardrails.
HR Meets the Business
Tie people data to financial and operational metrics. See what a talent decision does to revenue, productivity, and cost.
Questions that move
the needle.
Not "what's my headcount?" These are the questions CHROs and VPs of HR actually get asked. Every answer arrives with charts and raw data tables you can pin to a live dashboard, schedule as a report, or export. Dashboards get built inside Arbor, so Tableau and Power BI stay out of it.
What's driving attrition in my engineering org?
Compensation misalignment in L5+ roles is the primary driver (42% of exits). Secondary factors include manager effectiveness scores below 3.2 and limited internal mobility.
Which teams will need headcount in Q3?
Based on project pipeline and historical velocity, Product Engineering needs +8 FTE and Customer Success needs +3 FTE to maintain current output targets.
What's the ROI of our L&D investment this year?
Employees who completed the leadership program show 31% higher promotion rates and 18% lower attrition. Estimated net ROI: $1.8M across 240 participants.
Three decades of HR analytics expertise,
now productized.
Arbor Analytics comes from a team with 30+ years of combined experience across HR analytics software and consulting. We took the playbooks from hundreds of engagements and turned them into a platform, without giving up the human judgment that made the answers worth trusting.
Software and consulting DNA
We have built enterprise workforce analytics platforms, and we have sat on the consulting side of the table. Arbor came out of both: it expects HR data to arrive messy, and it expects the answer to come out clean.
Senior consultants, inside the product
Every deployment starts with our consultants integrating and structuring your data. That is not an onboarding step. It is the reason Arbor can answer a strategic question at all.
From the Fortune 500 to high-growth teams
We have worked with global household names and with companies that doubled headcount in a year. Arbor handles the complexity of the first and the speed of the second.
Consulting experience, productized
Hundreds of strategic HR analytics engagements produced a set of playbooks. Those playbooks now run inside the software.
Why we built Arbor
For decades, the sharpest workforce insights sat in consulting decks and one-off analytics projects. You paid for them once, and six months later they were stale. We built Arbor so those insights stay available and stay current, on the same expert data foundation consultants use in the field.
What you get is a Workforce Intelligence platform that behaves like software and thinks like the people who have spent their careers reading people data.
AI-Supported.
Human-Driven.
See the platform run on real questions, and meet the consultants who make every answer hold up.