Talent Health Dashboard

Workforce Intelligence for Performance Thursday | Bi-Weekly HR Review
Performance Thursday
Week of Feb 10, 2026 · Prepared by Ryan Buhrke

Executive Summary

Overall talent health is yellow this period. Voluntary turnover in Customer Success climbed to 18.2% annualized, driven by below-market compensation in senior IC roles. Sales vacancy costs are estimated at $420K/month across 12 open territories. On the positive side, offer acceptance rates improved to 88% following Q1 comp band adjustments, and internal mobility is trending up for the second consecutive period.

Action Required: CS comp review before Q3 planning cycle
Scorecard: Key Signals
Voluntary Turnover
14.8%
Annualized | Target: <12%
▲ +2.1pp vs. prior period
Time to Fill
52d
Avg across all reqs | Target: 42d
▬ Flat vs. prior period
Offer Accept Rate
88%
Last 90 days | Target: 85%
▲ +4pp vs. prior period
Comp Competitiveness
P44
Median market position | Target: P50
▼ Improved from P41
Leading Indicators: Next 60-90 Days
Flight Risk: Critical Roles
23
HIGH
12-month trend ▲ Trending up
Vacancy Cost (Monthly)
$420K
MONITOR
12 open territories Concentrated in State
Internal Mobility Rate
11.4%
ON TRACK
12-month trend ▲ +2.1pp YoY

Voluntary Turnover by Business Unit (Annualized)

Customer Success
18.2%
Sales (State)
15.1%
Sales (Intl)
13.0%
Product & Eng
9.6%
Consumer
11.0%
Corp Functions
7.5%

Flight Risk: Top Concern Areas

Role Family BU # at Risk Driver Risk
Sr. CSM CS 8 Pay @ P32 HIGH
Account Exec State 6 Quota + Tenure HIGH
Sr. Engineer Product 4 Market gap MED
Impl. Specialist CS 3 Career path MED
Data Analyst Corp 2 Pay @ P38 MED

Compa-Ratio Distribution by Business Unit

Below 0.90
0.90 – 1.10
Above 1.10
Cust. Success
35%
52%
13%
Sales (State)
22%
60%
18%
Sales (Intl)
18%
65%
17%
Product & Eng
12%
68%
20%
Consumer
20%
62%
18%
Corp Functions
10%
72%
18%

Compensation Effectiveness Signals

Metric Current Target Status
Overall market position P44 P50 BELOW
Pay equity gap (gender) 2.3% <1% REVIEW
Compression ratio (Mgr:IC) 1.06x >1.10x RISK
Total rewards cost/EE $98.2K Benchmark OK
Offer competitiveness 88% 85% OK

One Horizon Corp: Post-Acquisition Integration Health

Legacy vs. Acquired Turnover
13.1% / 19.4%
6.3pp gap, concentrated in CS & Ops
Comp Structure Alignment
68%
Aligned to Horizon Corp pay architecture
Manager Effectiveness (Acquired)
3.8 / 5.0
On par with legacy population

Priority Actions & Owners

P1
CS Senior IC comp review: 35% of CS population below 0.90 compa-ratio. Propose targeted market adjustment for Sr. CSM and Implementation Specialist roles. Present business case to ELT by March.
Owner: Ryan Buhrke · Due: March 10
P1
Sales vacancy impact analysis: 12 open territories costing ~$420K/month in estimated lost revenue. Partner with Sales Ops to prioritize backfills by territory revenue potential.
Owner: Alex Dupre + Ryan Buhrke · Due: Feb 28
P2
Manager:IC compression remediation plan: 1.06x ratio signals promotion penalty risk. Model cost of restoring 1.10x floor in compressed role families.
Owner: Ryan Buhrke · Due: March 21
P2
Acquired population comp alignment: Accelerate remaining 32% to Horizon Corp pay architecture. Prioritize roles in CS and Ops where turnover gap is highest.
Owner: Ryan Buhrke + Malinda Bailey · Due: Q2 FY27
Talent Health Dashboard · People Operations · Data as of Feb 7, 2026 · Sample Data