Get AI agents designed to score employees solely on events matched with outcomes, reducing bias and manual
processes - everything based on events data without touching any content, sentiment, "body" or
privacy-related data
Trusted by the best
Why rely on biased, outdated data for talent decisions and planning?
In teams of 250-500 people, bias results in poor decisions, overlooked talent, and financial losses.
These hidden costs underscore the importance of unbiased, accurate decision-making in talent management
[i]
Textio Blog: The Hidden Costs of Biased Feedback
HR Blog: True Cost of Employee Turnover
Futureof Sourcing: The Real Cost of Employee Turnover
$3M
Turnover Costs
$2.5M
Lost Productivity
$1.8M
Manual Oversight
Here’s how Graphio makes it work:
Graphio uses AI to remove bias in talent management, providing real-time, data-driven insights for fair
decisions in promotions, layoffs, and succession planning.
Step 1: APIs
Graphio captures only “event-level” data—such as emails sent, calendar events, or lines of
code—from
different systems. Instead of looking at single actions, our model
evaluates patterns from multiple
apps
, linking them to outcomes that impact employees, processes, and overall performance.
We prioritize privacy by never accessing message content, ensuring secure insights into
performance
and engagement.
Step 2: Compliance
You already monitor performance and delivery using CRM, HR, communication, coding, and task
management tools.
Graphio takes this existing data and enhances it through advanced AI analysis,
ensuring better insights without "big brother" surveillance.
Our platform offers compliance features and rules that you control, allowing for a more accurate and
secure assessment aligned with your company’s specific legal and regulatory requirements.
Step 3: Security
We are SOC2 type II compliant and delete all data, leaving only conclusions and
metadata.
Step 4: Reference
By highlighting top performers, our AI agents learn to identify talent that aligns with
your
corporate culture.
This introduces a positive bias, ensuring the ideal candidate for your company is
accurately identified.
Step 5: Dynamics
Individual events are insignificant, but crucial for accuracy when assessed together,
based on
historical changes and outcomes.
Step 6: Benchmarking
By comparing employees, AI agents identify patterns to predict future leaders, burnout, and
role
match.
Step 7: Scoring
Summarized data from previous steps, enhanced by AI agents, reveals
potential, ROI, performance,
engagement, influence, and flight risk.
Step 8: “What If” scenarios
These AI-driven insights offer suggestions on promotions, optimal role matches, reorganizations, and
their consequences.
Step 9: AI-Driven, Personalized Coaching
Graphio.ai helps managers by automating personalized messages to recognize and support their
teams,
based on real-time data insights.
combines data from multiple systems for comprehensive insights
saves leadership time while allowing customization of communication.
boosts employee engagement and reduces turnover.
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You decide how to share the outcome data
You can choose to either give full data visibility to leadership and HR or let employees control and
view their own insights , with no visibility for others.
Leadership and HR view
This data will be presented to key groups responsible for evaluating performance, work quality, and
passion.
It can also be used for future evaluations of employees
Employee view
You can share insights and metrics exclusively with your employees, meaning each worker will only see
their
own performance data privately, and HR or management will not have access to it
Security and Privacy
Graphio is SOC2 Type 2 compliant, ensuring top-tier data privacy and security. We only use event-level
metadata, with all personal identifiers encrypted. No content data is stored, and all sensitive data is
deleted post-processing
Graphio offers flexibility: use it as SaaS, on-premises, or with a hybrid option where data is hosted
separately, providing full control.
Business Cases
Future Leaders
Identify employees who show clear leadership promise.
Turnover Warnings
Track employees at risk of leaving the company due to disengagement or
dissatisfaction.
Collaborative Leaders
Identify individuals who exhibit leadership qualities through effective
collaboration.
Rising Stars
Spotlight employees with strong potential through self-development and positive team impact.
Unrealized Potential
Highlight cases where skilled employees were laid off or overlooked, losing key talent.
Performance Slips
Monitor high performers starting to show drops in productivity, quality, or engagement.
Sales Stars
Spot successful sales contributors who excel at building relationships and closing deals.
Workload Imbalance
Detect employees facing heavy workloads or work-life imbalance to prevent burnout.
Data Security Concerns
Monitor employees whose activities may suggest potential security risks.
Sophia’s commitment to learning and development, combined with her
impact on team performance and mentorship, positions her as an ideal candidate for promotion,
demonstrating her readiness for a more senior role.
source: HR
system
Mentorship Role
Actively mentored 6 junior employees, contributing to their
professional growth and fostering a positive team culture
source: LMS
Course Completion
Completed 12 training programs over the past year,
demonstrating dedication to continuous development
source: HR
system
Promotion History
Received 4 promotions over the last 3 years, reflecting
recognition of her strong performance and leadership potential
source: task
management
Task Completion Rate
Consistently completed 92% of her tasks on time,
significantly
above the company average of 69%, indicating strong personal performance
Graphio identified several red flags suggesting Maria may leave soon: decreased communication, lower
meeting participation, more personal days, and declining productivity.
source: Email
Communication Patterns
Email activity decreased by 30% over the past three months,
indicating reduced engagement
source: HR
system
Personal Days
Took 10 personal days in the last quarter, up from 2 in the
previous quarter, signaling potential dissatisfaction
source: PM
tools
Project Participation
Project Involvement dropped by 40%, reflecting disengagement
from collaborative work
source: calendar
Meeting Participation
Participation in team meetings dropped by 50%, suggesting
lower
interest in team activities
Alex’s influence in meetings, success in cross-departmental projects, and positive peer recognition
highlight his leadership potential. Graphio suggests grooming him for a future leadership role.
source: communication tools
Team Leaders Communication
Maintained consistent communication with team leaders across
the company, engaging 35% more frequently than the company average
source: calendar
Meeting Participation
Participated in 25% more meetings than peers, demonstrating
strong engagement in team coordination and decision-making
source: communication tools
Peer Communication Frequency
Peer communication increased by 50% over the last three
months,
supporting effective team alignment
source: task
management tools
Team Performance Improvement
Since Alex joined the company, his team’s performance has
improved by 15%, highlighting his positive impact on team outcomes
Anna’s commitment to improving her skills and increasing efficiency has significantly enhanced her
individual performance and positively impacted her team. Her learning efforts have led to measurable
gains in task speed, code quality, and collaboration.
source: communication tools
Peer Collaboration Rate
Increased peer-to-peer interactions by 30%, fostering
stronger
team collaboration
source: code
management tools
Code Review Participation
Increased participation in code reviews by 40%, contributing
to code quality improvements
source: PM
tools
Task Completion Speed
Increased task completion speed by 25%, contributing to
faster project outcomes
source: code
management tools
Merge Request Success Rate
Improved merge request success rate by 20%, showing adherence
to efficient, high-quality coding practices
Megan was laid off during a company restructuring, but her strong skills and influence could have been
leveraged in another department, leading to an avoidable loss of talent.
source: task
management tools
Task Completion Speed
Completed tasks 25% faster than the company average,
demonstrating superior efficiency in task execution
source: LMS
Course Completion
Completed 8 professional development courses over the last
year, highlighting dedication to continuous learning
source: communication
Peer Collaboration Rate
Collaborated with peers 30% more frequently than the average
employee, contributing significantly to team success
source: HR
system
Promotion History
Received 3 promotions in the last 5 years, indicating
consistent recognition for strong performance and leadership potentia
John, once a high performer, is now showing warning signs: reduced meeting attendance, missed deadlines,
slower task completion, delayed emails, and increased overtime. These suggest possible burnout or
disengagement.
source: PM
tools
Project Deadlines
Started missing 40% of project deadlines, compared to the
previous perfect record
source: Email
Email Response Time
Average response time to emails has increased from 1 hour to
4
hours
source: task
management tools
Task Completion Speed
Tasks completion now takes 20% longer on average compared to
previous results
source: HR
system
Overtime Hours
Increased from 5 hours per week to 15 hours per week,
indicating possible overwork
Jessica's success in sales is largely driven by her effective communication, helping her foster
excellent client relationships and leading to high deal closure rates, strong client retention, and a
fast sales process.
source: CRM
Number of Deals Closed
Closed 40 deals in the last quarter, 30% above the company
average, showcasing ability to convert leads into successful sales
source: CRM
Deal Velocity
Deals in Jessica’s pipeline move 21% faster than the company
average, efficiently guiding prospects through the sales funnel
source: CRM
Renewal Rate
Achieved a 92% renewal rate with existing clients, showing
strength in maintaining great customer relationships and fostering long-term business
source: Email
Email Response Time
Average response time to client emails is 2 hours,
significantly faster than the company average of 5 hours, improving client satisfaction and
engagement
The combination of increased work hours, higher overtime, more sick days, lower task completion rates,
and late-night work communication suggests Alex may be struggling with work-life balance, potentially
leading to burnout if not addressed.
source: time
tracking systems
Work Hours
Averaged 60 hours per week over the last three months, up
from
45 hours, indicating an increase in workload
source: HR
system
Health Indicators
Took 5 sick days last month, a notable increase from his
usual
rate, possibly indicating stress-related health issues
source: payroll apps
Overtime
Logged 20 hours of overtime each week, compared to 5 hours
previously, suggesting work-life imbalance
source: task
manager tools
Task Completion
Task completion rate dropped by 20%, despite working more
hours, reflecting a decline in productivity
Samantha’s recent communication patterns and login behavior suggest potential data leakage and
unauthorized data transfers, highlighted by increased email communication with unknown contacts,
larger-than-usual file attachments, and suspicious login activities.
source: Email,
CRM
Unknown Contacts
Has communicated with 200% more external emails not found in
the company’s CRM
source: IAM
Login Attempts from Multiple IPs
15 login attempts from unfamiliar IP addresses over the last
two weeks, indicating potential credential compromise
source: Email
Large File Attachments
Has sent 30 emails with large attachments, up from the
previous
monthly average of 5
source: Email,
IAM
Unusual Work Hours Activity
Email and login activity during unusual hours has increased
by
95% in the last two weeks
Our Data Sources and Metrics
Graphio utilizes diverse data sources and continuous analysis with dynamic benchmarks to deliver precise
insights, accurately assessing historical trends and employee performance.
Key Metrics:
Potential
Flight Risk
Engagement
Performance
Influence
Rising Star
Key Metrics:
Potential
Flight Risk
Engagement
Performance
Influence
Rising Star
Request a DemoInterested in learning more? Contact us today!