Data-driven Employee Scoring & Scenario Builder

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Why rely on biased, outdated data for talent decisions and planning?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

$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
automatically generates personalized, timely messages.
saves leadership time while allowing customization of communication.
boosts employee engagement and reduces turnover.

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

Frequently Asked Questions

Find quick answers to the most common questions about how Graphio.ai works, its features, and data security.

Getting Started
Integration & Onboarding
Analytics & Scoring
Data Access & Privacy

How do I get started with Graphio.ai?

Getting started with Graphio.ai is simple. Fill out a short sign-up form to reach out to our sales team, and we’ll guide you through a demo, discuss integration options, and have you up and running in no time.
Can I try Graphio.ai before committing to a full deployment?

Yes, Graphio.ai offers pilot programs to allow organizations to test the platform’s functionality and see its impact on employee performance before committing fully.
Is Graphio.ai suitable for organizations of all sizes?

Yes, Graphio.ai is designed to support organizations of all sizes, from small businesses to large enterprises. The platform scales easily to meet the unique needs of each organization.
What are the costs associated with using Graphio.ai?

Graphio.ai offers a tiered pricing model based on the number of users, integration complexity, and features used. For detailed pricing information, please contact our sales team.

Can Graphio.ai integrate with our existing HR and productivity tools?

Yes, Graphio.ai integrates seamlessly with corporate applications, such as HR, CRM, project management, and communication tools, providing a centralized view of employee performance.
How long does it take to implement Graphio.ai in my organization?

Graphio.ai is designed for quick implementation. Most organizations can complete the initial setup within just an hour, though the background data loading may take up to a few hours, depending on the volumes.
What kind of training or support is provided during onboarding?

Graphio.ai’s onboarding process is designed for a quick and smooth start, with step-by-step guidance built into the platform. Our support team is always available to help you with any questions along the way.

What makes Graphio.ai different from other employee evaluation tools?

Graphio.ai stands out for its focus on metadata-based analytics, its comprehensive scoring system, and its ability to provide objective, data-driven insights without compromising privacy. Unlike the tools that simply aggregate HR data, Graphio.ai offers a deep dive into employee and team dynamics, including communication, productivity, potential, and more.
How does Graphio.ai score employees?

Graphio.ai uses a data-driven approach that assesses employees’ actions and results based on event-level metadata across platforms (e.g., communication tools, project management and source control apps, CRM systems). Our scoring system evaluates engagement, collaboration, performance, ROI, leadership potential, flight risk and more—maintaining the highest security standards without processing private content. Explore some examples of our analytics in Business Cases.
How frequently is the data in Graphio.ai updated?

Graphio.ai updates daily, continuously pulling event-level metadata from connected platforms to ensure up-to-date analytics and scoring.
Can employees access their own performance data in Graphio.ai?

Yes, the Employee View can be enabled in Graphio.ai’s configuration settings, allowing employees to access their personal performance insights. This view displays all metrics and trends while completely anonymizing data from other employees.
How is access to performance data configured for employers and managers?
Graphio.ai offers configurable access levels based on your company’s settings:
- Employer View: Provides insights and analytics for all employees, with options to display either only positive metrics and trends or all metrics and trends.
- Manager View: Offers insights and analytics for direct and indirect reports only, with options to display either only positive metrics and trends or all metrics and trends.
You can assign these roles to individual employees as needed, customizing access to align with your organization’s requirements.
Can I control which employees are included in the scoring process?

Yes, Graphio.ai allows you to easily exclude specific employees, such as C-level executives, from scoring, ensuring their performance metrics are not part of the scoring system or visible to others. You can manage this setting directly in the platform’s configuration options.

How does Graphio.ai protect employee privacy?

Graphio.ai is SOC2-compliant and uses robust data protection and encryption technologies, focusing solely on event data, not content-level information. This approach ensures comprehensive insights and analytics while respecting data privacy.
What is metadata, and how does Graphio.ai use it?

Metadata provides information about the attributes or structure of data without revealing its content. In the case of Graphio.ai, metadata might include timestamps, sender/receiver information, task status changes, or data about interactions and activities (such as how often an employee uses a particular tool), but it doesn’t include the actual content of emails, messages, or documents, project or task descriptions, code commit details or other sensitive data.
What happens to my data if I stop using Graphio.ai?

Upon termination of services, all user data is securely deleted from our servers, ensuring compliance with data protection laws and your organization’s policies.

Data-driven Employee Scoring & Scenario Builder

Trusted by the best

Why rely on biased, outdated data for talent decisions and planning?

Here’s how Graphio makes it work:

Step 1: APIs

Step 2: Compliance

Step 3: Security

Step 4: Reference

Step 5: Dynamics

Step 6: Benchmarking

Step 7: Scoring

Step 8: “What If” scenarios

Step 9: AI-Driven, Personalized Coaching

You decide how to share the outcome data

Leadership and HR view

Employee view

Security and Privacy

Business Cases

Future Leaders

Turnover Warnings

Collaborative Leaders

Rising Stars

Unrealized Potential

Performance Slips

Sales Stars

Workload Imbalance

Data Security Concerns

Our Data Sources and Metrics

Frequently Asked Questions

How do I get started with Graphio.ai?

Can I try Graphio.ai before committing to a full deployment?

Is Graphio.ai suitable for organizations of all sizes?

What are the costs associated with using Graphio.ai?

Can Graphio.ai integrate with our existing HR and productivity tools?

How long does it take to implement Graphio.ai in my organization?

What kind of training or support is provided during onboarding?

What makes Graphio.ai different from other employee evaluation tools?

How does Graphio.ai score employees?

How frequently is the data in Graphio.ai updated?

Can employees access their own performance data in Graphio.ai?

How is access to performance data configured for employers and managers?

Can I control which employees are included in the scoring process?

How does Graphio.ai protect employee privacy?

What is metadata, and how does Graphio.ai use it?

What happens to my data if I stop using Graphio.ai?