Workforce Analytics Software Development

Your HR data is in the right systems. It's just in the wrong shape.

Most organisations have the relevant data in their HRMS, their payroll system, and their performance management tool. The problem is that the data is in different systems with different data models, updated at different frequencies, and reported in formats that don't match the questions HR and business leaders are actually asking. We build workforce analytics platforms that connect your existing HR data sources and transform them into the reports and dashboards each audience needs, without a manual export process every time someone asks for a number.

  • Headcount reporting live from your connected HR data sources, by department, location, employment type, and seniority

  • Turnover and retention analysis at the team, manager, and tenure-band level with exit reason data from the leaver process

  • Pay equity reporting by gender, ethnicity, and tenure to surface compensation gaps before they become a legal or reputational risk

  • Workforce planning models for headcount cost forecasting under different growth scenarios

Recent outcomes

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Text-based interviews converted to automated phone calls

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20k+ txns day one

Manual invoice OCR across 40+ gas stations

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1,062 users in 4 weeks

SuperValu & Centra loyalty platform with receipt validation

SaaS · Logistics

2,000+ shipments yr 1

Multi-carrier shipping hub for Indonesian eCommerce

4.9
on Clutch
See our work

The problem

Sound familiar?

  • Answering basic headcount questions requires pulling data from the HRMS, the payroll system, and a spreadsheet and reconciling them manually because none of the three sources agrees with the others?

  • Turnover analysis at the team or manager level takes a week to produce because the leaver data is in the HRMS but the team structure data is in a different system and reconciling them is a manual exercise?

Short answer

RaftLabs builds custom workforce analytics software for HR teams and business leaders who need people data their HRMS reporting cannot produce: headcount reporting across multiple systems, turnover analysis at the team and manager level, pay equity reporting for gender and ethnicity, and workforce planning models built on real headcount and cost data. We connect your HRMS, payroll system, and performance data into a single analytics layer with dashboards built for each audience. Most workforce analytics software development projects deliver in 10 to 14 weeks at a fixed cost.

Key takeaways

  • Headcount reconciliation logic explains the differences between HRMS and payroll sources, leavers still in payroll for a final period, contractors in one system but not the other.
  • Pay equity reporting produces both the median pay gap (statutory format) and the like-for-like gap within comparable roles, a more actionable metric than the median alone.
  • Workforce planning models connect to live headcount and cost data so scenario comparisons start from the actual current position, not a static snapshot.
  • A platform connecting 2-3 data sources with headcount, turnover, and cost reporting runs $35,000-$70,000; adding pay equity and planning models runs $65,000-$130,000.

Trusted by

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Workforce analytics delivery, by the numbers

products shipped
100+
industries served
24+
cost delivery
Fixed
week delivery cycles
10-14

HR data in the right systems but the wrong shape

The fundamental workforce analytics problem isn't a lack of data. It's that the data lives in different systems with different models, updated at different frequencies, and reported in formats that don't match the questions HR and business leaders are actually asking. We build workforce analytics platforms that connect your existing HR data sources and transform them into the reports each audience needs, without a manual extraction process every time someone asks for a number.

Capabilities

What we build

  • 01
    Headcount reporting

    Live headcount from your HRMS and payroll system with reconciliation logic that explains the differences, plus headcount versus plan tracking for businesses managing to a budget.

  • 02
    Turnover and retention analysis

    Turnover rate at company, department, team, and manager level, with voluntary/involuntary breakdown and regrettable-turnover analysis from performance data.

  • 03
    Pay equity reporting

    Median pay gap in the statutory format for your jurisdiction plus like-for-like analysis by role, with trend tracking across reporting periods.

  • 04
    Workforce cost analytics

    Fully-loaded headcount cost by department and cost centre, budget-versus-actual tracking, and cost-per-hire calculation from recruiting spend data.

  • 05
    Workforce planning models

    Scenario modelling for headcount and cost under different growth rates, with attrition forecasting from historical turnover by tenure band.

  • 06
    HR data integration and governance

    A unified people data model connecting HRMS, payroll, performance, and ATS, with data quality monitoring and role-based access controls.

How we work

From scope to live analytics platform

  1. Week 1
    01

    Data source and reporting scoping

    We map your HR data sources and the reporting gaps your current tools can't fill. You leave week 1 with a written scope document and a fixed-price quote.

  2. Weeks 2-4
    02

    Data model and integration design

    Source connections, reconciliation logic, and access control architecture designed against your actual systems.

  3. Weeks 5-11
    03

    Build and integrate

    Headcount, turnover, and cost reporting built in parallel, tested against real workforce data.

  4. Final 2-3 weeks
    04

    Launch and team rollout

    HR, finance, and leadership teams trained on their dashboards before full rollout.

Why us

Why HR teams choose RaftLabs

  • 01
    Senior engineers build what they scope

    The engineers who assess your data sources also build the solution. No bait-and-switch, no offshore handoff after the contract is signed.

  • 02
    Fixed price before development starts

    We scope the work, calculate the cost, and lock it in writing before any development starts.

  • 03
    9 years and 100+ products shipped

    Clients include Vodafone, T-Mobile, Aldi, Nike, Cisco, and Lockheed Martin. Track record building data and analytics platforms.

  • 04
    We'll tell you when your HRMS reporting is enough

    Custom analytics is justified by a real reporting gap, not recommended by default.

  • 05
    Governance built in from day one

    Access controls and data lineage are part of the architecture, not bolted on after launch.

Have a workforce analytics project?

Tell us what HR questions you can't answer with your current reporting and where the data lives. We'll design an analytics layer that produces the answers you need.

Talk about your workforce analytics project

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Workforce Analytics Software Development, scoped in one call.

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Frequently asked questions

We connect to the systems where your workforce data lives: typically an HRMS for employee records and org structure, a payroll system for compensation and cost data, a performance management tool for review data, and an ATS for recruiting data. Where systems have APIs, we connect directly. Where systems provide only file exports, we build an ingestion pipeline that processes files on a configured schedule.

Yes. The workforce analytics platform sits on top of your existing systems as a reporting and analytics layer, it reads from your HRMS, payroll, and other sources without replacing them. The existing systems continue to be the authoritative sources for operational HR data. The analytics platform transforms and combines that data to produce reporting that the HRMS's own reports cannot.

We design the access control architecture so each user group can see only the data their role authorises: HR leadership can see individual-level data across the organisation, department heads see aggregated and individual data for their own teams, and the CEO dashboard shows aggregated metrics without individual-level detail. Pay equity reports are typically restricted to HR leadership and legal, with all sensitive data encrypted at rest and in transit.

A workforce analytics platform connecting two to three data sources and producing headcount, turnover, and cost reporting typically runs $35,000 to $70,000 depending on the number of source systems, data model complexity, and dashboard views required. Adding pay equity reporting, workforce planning models, and a data governance layer typically runs $65,000 to $130,000.

Work with us

Tell us what you need. We'll tell you what it would take.

We scope Workforce Analytics Software Development in 30 minutes. You walk away with a clear cost, timeline, and approach. No commitment required.

  • Scope and cost agreed before work starts. No surprises. No obligation.
  • Working prototype within 3 weeks of kickoff.
  • Pay by milestone. You see progress before each invoice.
  • 60-day post-launch warranty. Bug fixes, UI tweaks, and deployment support. No retainer.
  • All conversations are NDA-protected.

Go deeper

Browse our case studies

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