Author Archives: Tony Dahl

Evaluated hiring and attrition trends to support forward-looking workforce planning across departments. Results showed uneven headcount dynamics, with net declines in several functions driven by higher exits than hires, highlighting areas of potential capacity risk and the need for proactive planning.

Analyzed employee engagement across departments, tenure groups, and job levels to identify where engagement risk is highest. Results showed that manager effectiveness and work-life balance are the strongest drivers of engagement, with lower engagement strongly associated with higher attrition risk.

Examined role-level compensation data to assess gender pay equity across the organization. Findings showed that pay gaps vary by role—some favoring female employees and others favoring male employees—highlighting the importance of ongoing, role-specific pay audits rather than relying on company-wide averages.

Assessed the recruiting funnel to identify where candidates drop out and what drives delays in time-to-hire. Results showed that bottlenecks are concentrated early in the funnel—between application and phone screening—indicating that screening capacity and prioritization, not interviews, drive overall hiring delays.

Investigated organizational turnover patterns to assess whether attrition was driven by individual employee factors or structural dynamics. Results showed elevated turnover concentrated in specific departments—particularly Customer Support—indicating role- and function-level drivers rather than individual dissatisfaction.