AI Talent Metrics Dashboard Agent

How Cassidy automates and uses AI

Step 1: Trigger on scheduled cadence or threshold alert

The Workflow activates on a recurring schedule (weekly, monthly, quarterly) or when a monitored metric—like early attrition or offer-accept rate—crosses a defined threshold.

Step 2: Ingest and unify HR data sources

Cassidy pulls the latest data from connected systems—Workday, SuccessFactors, Greenhouse, Lattice, Glint, and more—and reconciles employee records, org hierarchies, and effective dates into a conformed model.

Step 3: Calculate and validate KPIs

The Workflow applies your governed metric definitions (headcount, attrition, retention, compa-ratio, DEI representation) with built-in suppression rules for privacy compliance, then flags any data quality issues for review.

Step 4: Run diagnostic and predictive analysis

Cassidy identifies top drivers behind metric variances, ranks teams and cohorts by flight risk or succession gaps, and forecasts headcount and attrition trends using your historical patterns.

Step 5: Generate leadership dashboard and narratives

The Workflow assembles an executive-ready scorecard with trend lines, goal deltas, and drilldowns by org, role family, and location—plus automated narrative summaries explaining what’s happening and why it matters.

Step 6: Surface prescriptive recommendations

Based on model outputs, Cassidy proposes targeted playbooks: comp adjustments for critical roles, stay-interview assignments, internal mobility nudges, or hiring acceleration—each with expected impact and owner.

Step 7: Orchestrate actions and track outcomes

With Human-in-the-Loop approval, Cassidy opens tickets in Workday or ServiceNow, sends Slack or Teams nudges to managers with due dates, and logs every intervention. The Workflow re-forecasts outcomes and reports realized impact at your next review cycle.