Bicycle.LLC

Work for hire

Build with me

I build software and provide people analytics, compensation and HR systems consulting for founders, organization leaders and in-house teams. The work starts with the decision you need to make, then the data, methods and software needed to support it.

Who it is for

Founders and teams who need a first real version built, and organization leaders and people analytics practitioners buying decision support, a function build or method coaching.

Who it is not for

Buyers of executive search, DEI training, change facilitation or survey resale. None of that is on the menu.

Client builds

Everything in the work is software I designed and built. Not mockups. Working applications, shipped. I take on a few client builds, and this is what that work is.

What I build

Web apps and websites, with a bias toward the 0→1 and early stage: the first real version of an idea, the internal tool that finally fits how a team actually works, the data-driven product a founder needs to show, not just describe. If it runs in a browser and there's a measurement-, behavior-, or AI-shaped problem underneath it, it's squarely in the lane.

Why it isn't a dev shop

A traditional shop takes a spec and returns a build, ticket by ticket. I come at it from a different discipline — twenty years measuring people and decisions — so the first questions are different: what is this actually supposed to change, how would you know, and where will the model or the metric quietly mislead you? What comes back is software with judgment built in — instruments that report their own reliability, interfaces that respect how people actually decide, AI used where it earns its place and measured where it doesn't. The perspective is the product; the code is how it ships.

Built to be seen through

There's a second reason the measurement background matters, and it's the one I'd bet a company on: the work is built to be legible. Every step you can see, every model you can question, every number paired with what it does and doesn't mean. For anything that touches people that isn't a nicety — it's close to the whole game. People accept decisions they can see the reasoning behind and quietly resist the ones they can't, hardest of all when the process is hidden. Most AI is a black box and can't offer that. I build so it can — transparent by construction, which also happens to be the one thing a black-box competitor can't retrofit.

The evidence is the portfolio

You don't have to take my word for the capability. Browse the work and the inventory of what it can do, and judge it directly.

How it works

A short conversation first — what you want to make, what it has to do, what "good" looks like. No quote-factory: you'll get an honest read on scope, shape, and likely cost up front, and we only go further if it makes sense on both sides.

Consulting

I help leaders plan pay programs, build analytics functions and evaluate AI systems. Models come with explicit assumptions; measurements come with checks on reliability and validity.

I provide people analytics, compensation and HR systems consulting for leaders and in-house teams who need help making decisions or building the capability to support them. I work from the question through the data, analysis and implementation, with assumptions and methods documented so your team can examine and reuse the work.

What the work does

1. Decision support under uncertainty

I build decision models for leaders planning compensation, workforce capacity or other investments with uncertain inputs. Monte Carlo simulation shows a range of possible outcomes; value-of-information analysis estimates whether more research is worth its cost. The deliverable includes the assumptions that could change the recommendation.

2. People analytics function build

I help HR and analytics leaders establish a function or rebuild one that has stalled. The work covers its charter, governance, measurement priorities, vendor choices and relationships with HR and finance. I connect those foundations to the decisions the function will support, so the reporting has a purpose from the start.

3. Workforce platform selection and implementation

I help HR and technology teams select and implement workforce analytics systems. I work through decision requirements, source mapping, metric definitions, access controls and validation from source data to reports. The platform choice follows those requirements.

4. Custom analytics architecture

I build analytical applications for teams whose questions need more than a configured product. Reusable analytical services expose the same calculations through HTTP APIs for software and Model Context Protocol (MCP) for AI agents. That lets a custom application share tested methods with other tools; the inventory shows the available capabilities.

5. Compensation strategy and modeling

I help compensation teams design and run pay programs, from job architecture and market pricing through annual planning and implementation. The work includes salary ranges, pay equity, cash and equity modeling, and reconciliation of pay structures after acquisitions. Models connect program choices to costs and the data needed to put them into effect.

6. Workforce planning and forecasting

I build workforce models for leaders making hiring, retention and capacity decisions. Scenario planning, attrition models and survival analysis make assumptions about future staffing explicit and show how those assumptions affect the plan.

7. Survey strategy and listening architecture

I help HR and analytics teams design surveys that can inform a decision. The work covers questions, sampling, validation, analysis and reporting, including onboarding, exit and employee-experience research. Item validation and psychometric methods help establish what the responses can reasonably tell us.

8. Diagnostic research

I investigate specific workforce questions for leaders who need to decide what to change. The work frames the question, tests explanations and reports findings with uncertainty, alternative interpretations and recommended actions. Program evaluation and analysis linking people and business data are part of this work.

9. AI-native augmentation

I help established analytics teams add AI to their existing data and workflows. The work includes retrieval from source material, extraction into structured records and decision-support tools. Verification protocols keep model outputs open to inspection before they become evidence for a decision.

10. Methodology coaching and advisory

I advise in-house analytics leaders on methods, research design and the direction of their function. Recurring or periodic conversations give teams a place to examine assumptions and work through analytical choices before committing to an approach.

11. AI reliability and measurement-grade evaluation

I evaluate AI systems for teams using them to screen, score, rate or extract information. Repeated ratings across models, prompts and runs reveal how much the outputs agree; psychometric reliability methods and generalizability studies estimate how additional runs or human review could improve that agreement. Reliability and validity remain separate questions: agreement does not establish that the answer is right.

Engagement shapes

The work can take the form of a discovery sprint, a function or application build, embedded analytical support, a recurring decision-support partnership or periodic advisory. Scope and pricing depend on the problem and the work needed to resolve it.

Selected past clients

See clients and former employers together, with years and channel partners. My CV describes the work in more detail.

What's distinctive

I bring program design, analysis and systems implementation into the same engagement. The handoff includes written methods, assumptions and documentation your team can use after the work ends.

How to engage

Email mike@peopleanalyst.com with the situation, the timeline and what success would look like. The first conversation is unbilled and helps us decide whether an engagement makes sense.

Start with a note

This is the starting point for founders and teams who want software or decision support built. Send a short note covering:

The first conversation is unbilled and helps us decide whether to work together. Please leave confidential client or employee information out of the initial note.

Email
mike@peopleanalyst.com
LinkedIn
linkedin.com/in/michaelcwest