Integration Health Score
A composite of observable signals — meetings attended, network breadth, time-to-first-contribution, pulse responses. Org-wide, by manager, by role family, by location.
For People teams
Integration health, in one view.
Day 81 gives the People team a dashboard that explains what is happening across every new hire in the company, without ever exposing what any one of them said. The CHRO uses it to brief the CEO and the CFO each quarter.
What the dashboard shows
Six tiles, each one auditable. Real org data by default. A demo-data toggle for training and walkthroughs, clearly labeled in the header.
Network Breadth
Average distinct people met by Day 30, across the cohort. Trends over the last four quarters.
Time-to-First-Contribution
Median days to a measurable first deliverable. Methodology marker. Surfaced by role family.
Pulse themes
Open-text pulse responses, aggregated. Themes only surface when at least five respondents share them — a structural privacy floor.
Manager calibration
Each manager’s last three hires compared at the same point in their arc. Patterns the manager can act on, never personal scores.
Saved-cost ticker
An estimate of avoided turnover cost, with the formula visible on hover for audit. Demo data is clearly labeled. The number a finance team can defend.
The quarterly executive summary
One export, generated from the dashboard, formatted for the executive team. The CHRO can take it into a board meeting without rebuilding slides.
Quarterly executive summary
Q3 — Integration health
For CHRO, CFO, CEO
Headline
Integration health for the cohort improved against the methodology marker. The summary states the number, the change from last quarter, and the formula behind it.
By the numbers
- Integration Health Score, org-wide, with quarter-over-quarter delta.
- Time-to-First-Contribution, by role family.
- Network Breadth, by location.
- Open-text pulse themes, aggregated only — minimum five respondents.
Saved-cost estimate
A defensible estimate of avoided turnover cost, with the formula attached. Not a claim. A calculation the CFO can audit.
No individual new hire is identifiable in this summary. Every aggregate has a minimum cohort size.
The saved-cost formula
The header shows a single number. Hovering reveals the calculation. Nothing in the ticker is fabricated. Nothing is rounded for effect.
Formula, visible on hover
saved_cost = (baseline_90day_attrition_rate − observed_90day_attrition_rate)
× new_hire_count_in_period
× per_hire_replacement_cost
- baseline_90day_attrition_rate: the company’s own historical 90-day attrition before Day 81, supplied at setup. We never assume a number.
- observed_90day_attrition_rate: the actual 90-day attrition for the cohort during the reporting period.
- per_hire_replacement_cost: the company’s own replacement cost figure. Defaults to a public-domain range when not supplied, with the source shown.
- The number on the dashboard is one calculation. It is not extrapolated. It is never rounded up.
Setup, not a project
Upload the company’s onboarding plan, employee handbook, benefits guide, T&E policy, code of conduct, and parental leave policy. Configure the discipline-rule defaults: cadence cap, quiet hours, default time zone. Invite managers via the Authorized Users list. The agent starts reasoning over your documents from the first message, citing the exact page on every answer it gives.
See it for yourself
Live demo of how Wick empowers managers and new hires, and impactfully increases retention.