What the portfolio can do

Describe jobs, skills and the people who do them

Every analysis about people starts with what their job is. Most companies keep that in a spreadsheet nobody trusts. These give each job a fixed address, so everything else can join to it.

• A reference for every job

  Job families, focus areas and levels, each with a permanent number that never moves, built from measured work rather than copied from a vendor's list.

• Map your job titles to it

  Takes a company's messy job records and matches each one to the reference, with a confidence level, and says so when it cannot tell.

• The parts of a job

  Twenty-two thousand responsibilities, tasks, skills and qualifications that can be searched and reused across job descriptions.

• What good looks like in a job

  Interview questions, rating scales, performance standards and goal templates for each job at each level.

• Career paths

  Where a person can go next from their job, what they would need to learn, and a way to check they learned it.

• Links to the public standards

  Crosswalks from the job reference to O*NET, SOC and the European ESCO lists.

Measure people, teams and managers

The measurement science that makes a survey or a rating worth acting on: the right questions, enough of them, from raters who have not seen each other's answers.

• Adaptive surveys

  Asks each person the question that tells you the most, given what they have already answered, and pools answers across studies so evidence adds up instead of starting over.

• Survey programs over time

  Annual surveys, pulses, new-hire and exit touchpoints, scheduled together so nobody is asked too often.

• Turn a theory into a questionnaire

  Starts from what you want to measure, finds a published instrument that already does it, and only writes new questions when none fits.

• Manager and leader quality

  A manager effectiveness index across nine areas and a leadership score built from it, each part traceable to the measures underneath.

• Interview and review panels that stay independent

  Scores interviews and performance reviews so no rater sees another's score before submitting their own.

• Hiring methods that predict

  Recommends a mix of selection methods ranked by how well the research says they predict performance, and audits an existing interview kit against the same evidence.

• Who works with whom

  Summarizes a collaboration network into a few numbers a leader can read: reach, silos, and who everything depends on.

Set and check pay

Compensation from the market price of a job to the structure a company pays on, and the checks that keep it fair and legal.

• Market pay for a job

  A pay model that combines several salary sources into one estimate, with how far off it is likely to be.

• A pay structure for your company

  Grades and ranges designed from your strategy, size and industry, from a guided questionnaire for small companies up to a custom design.

• Pay fairness

  Finds pay gaps between groups, explains how much is structural, and keeps a case file you could hand to counsel.

• A pay audit from a spreadsheet

  Upload a roster, get every row checked and a full audit run on it.

• Minimum-wage compliance

  Wage floors by jurisdiction and date, kept current, checked against an offer before it goes out.

• Compensation decisions

  From a company's priorities to several pay scenarios, simulated side by side, never a single answer.

Forecast, plan and decide

The statistics a decision needs, with the uncertainty left in so nobody mistakes a guess for a fact.

• Forecasts and what more information is worth

  Simulations of the range of outcomes, and the value of learning more before you commit.

• Workforce planning

  Headcount, open requisitions and finance budgets reconciled position by position, with a 30, 60 and 90 day forecast.

• Predictions that show their evidence

  Estimates about people returned with the evidence behind them and how sure they are.

• Which drivers matter

  Separates the importance of drivers that move together, so the loudest one does not take credit for the rest.

• What people are worth to the business

  The value of an employee over their tenure, and where helping people do their best work pays back most.

• Did the program work?

  Experiments registered before the results are in, with the sample size worked out and the effect measured afterwards.

• Are the leader's forecasts any good?

  Leaders make predictions, the results come in, and each leader gets a score for how well their forecasts matched.

Check whether AI can be trusted with a judgment

An AI that scores or rates is a rater, and a century of measurement already knows how to tell a reliable rater from a noisy one.

• Judgment with its error attached

  Several models make the same call independently, their agreement is measured, and when they disagree the system holds back instead of guessing.

• No AI in the answer you are served

  Answers are computed, not generated on the fly; a check fails the build if that ever stops being true.

• Labels that can be re-checked

  Every claim a page makes about itself carries a receipt that a machine can recompute.

Keep people data private and joined up

The plumbing under all of the above.

• Privacy by default

  Finds and masks personal information, and refuses to report on any group too small to keep people anonymous.

• One record per person

  Merges records about the same person from the HR system, the applicant tracker and the learning system.

• The org chart, over time

  Who reported to whom and when, so a team's numbers roll up correctly.

Use it where you already work

Every tool can be used by a person in a browser and called by an AI agent. Some also come as add-ons for the spreadsheet you already have open.

• Spreadsheet packs

  Installable Google Sheets and Excel packs, and Excel files that round-trip without losing where the numbers came from.

• Ask your own data

  A plain-language question answered from your data, ranked, with every answer tied to its source.

• A paid data API

  Keys, metered calls and posted prices, for developers and agents.

Toolboxes for one kind of work

A toolbox is a set of these tools gathered for one kind of work. A person can use them, an agent can call them, or both together.

Guide websites

The PeopleAnalyst guide list has 34 customer-facing websites with at least one guide assigned, measured on October 6, 2026.

What it is built with