📊 People Talent · Seedtag
HR Analytics Overview.
The whole company at a glance. Data refreshes automatically every night.
Headcount since founding
Active employees month by month — hover for detailsMonthly attrition rate
Voluntary vs. Involuntary exits
Exits breakdown
📈 Deep dive
Growth & Year-over-Year
Headcount comparison across years and monthly hiring vs exits
Year-over-year headcount
Hires vs. Exits
Hires
Voluntary
Involuntary
🔁 Deep dive
Turnover
Turnover rate by year and month — exits ÷ average headcount for that period
Annual turnover rate
YTD compared at same point in yearCumulative turnover
Monthly turnover rate
Exits by dimension
🧭 Deep dive
Tenure & Teams
How long people have been at Seedtag — active snapshot and tenure at exit
Active employees tenure
Tenure at exit — by year
Tenure distribution by group
👥 Deep dive
Teams & Attrition
Department headcount, attrition heatmap and per-department trend analysis
Cumulative turnover
Monthly turnover rate
Department headcount
Attrition rate by department
Click a row to explore the department trend🌍 Deep dive
Demographics
Gender breakdown, regional distribution and workforce composition
Gender breakdown
Headcount by country (top 15)
💬 Deep dive
Exit Interviews
Feedback from voluntary exits — response coverage and satisfaction scores
Exit-form coverage
Exit-forms completed vs. voluntary exitsSatisfaction scores (scale 1–10)
Main reasons for leaving
Top reasons — year comparison (2024–2026)
Top 3 reasons per year🎯 Deep dive
Leadership Stability
Where leadership is stable, where seats have changed repeatedly, and how the N-1/N-2/Country Manager population is evolving
What changed
Auto-generated from thresholds — updates itself, nothing to maintainLeadership movements by department
N-1 / N-2 / CM changes since Jan 2024Gender representation
Active leadership, current vs approx. Jan 2024Tenure of active leaders
Distribution across N-1, N-2 and CMLeadership instability heatmap
Changes per department since Jan 2024, with a risk flagRisk flag is based on total change count for now (0–1 low · 2–3 medium · 4+ high). Once seat-level succession history is available, this can weight in tenure and recency too.
Leadership population detail
The full N-1 / N-2 / Country Manager tables, same data as before🏢 Department