TrenData Announces Addition of Julie Albert to Board of Advisors

HR, IT Consulting Leader Joins AI-Driven People Analytics Solution Provider’s Executive Team

tomTrenData, a leading global provider of AI-driven people-analytics solutions announces the addition of Julie Albert to its Board of Advisors.

Albert joins TrenData with a rich background in Human Resources (HR) and Information Technology (IT). Her extensive domain experience and practical application of HR analytics uniquely equip her to provide impactful product direction and user input that will continue to enhance TrenData’s solution.

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Gloscout and TrenData Announce Strategic Technology Partnership – People Analytics Integration

Gloscout and TrenData are pleased to announce a strategic technology partnership, combining TrenData’s predictive analytics & insights solutions with Gloscout’s AI driven matching technology B2B platform.


Gloscout will integrate TrenData’s award-winning analytics technology into its powerful matching technology software solutions, enabling its customers – employers, suppliers, and vendors to tap into predictive analytics and drive powerful insights, a critical competitive lever for companies looking to maximize global talent searches.

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Performance Magazine |The KPI Institute – Practitioner Interview: Tom McKeown

Written by Andrei Costea. Originally Posted on

tomIn 2018, the Performance Magazine editorial team interviewed Tom McKeown, CEO at TrenData, USA. His thoughts and views on Performance Management are presented in detail below.

Human beings in a free market society are always looking to move on or up. In addition to grading individuals on how they are doing in their current job, it’s motivating to let them know what levels they need to hit.

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1. Which were the key trends in Performance Management, from your point of view, as seen in 2017?

It’s been ongoing for a while, but the trend is steadily away from once a year performance reviews and more real time models with immediate or at least quicker feedback.

In addition to this, another noteworthy trend is the widening of input to allow individuals to hear not only from their managers but their peers as to performance and being able to give feedback on their managers.

2. What are your thoughts on the integration of Performance Management at organizational, departmental and employee level?

As organizations flatten and become more distributed, remote technologies become more key. Organizations will exist more and more in virtual groupings rather than physical ones.

The ability to track performance, process and progress at these levels will be extremely important to monitoring and predicting production and revenue benefits.

3. Which will be the major changes in managing performance, in the future?

Managing remote performance, tying performance to revenue, and developing high performer/potentials to be future leaders will be much needed in the future.

Also, a big factor will be how to more completely incorporate performance into overall people analytics. This is so companies can visualize their high performer population and take safeguards to endure retention.


4. What aspects of Performance Management should be explored more through research?

The first would be to find accurate measurements of performance that are not the subjective opinion of a manager or peer.

Positions that don’t provide as tangible result result, like marketing, can be very difficult to quantify from a performance standpoint, particularly if the role is part of team producing a collective result as is the case in many project-based industries such as construction or even marketing.

Secondly, is there a way to measure effective effort? If you think of sales positions, it’s possible that a sales person is underachieving due to a bad territory.

Most sales managers are reluctant to give an underperforming rep a chance in another territory or position after one failure. If more information were available to show that rep was doing all the right things, but the composition of his or her territory just wasn’t ripe for a particular offering, could that person be effective somewhere else?

5. Which organizations would you recommend be looked at, due to their particular approach to managing performance, and their subsequent results?

Many large companies such as GE, Adobe, and Accenture have done away with annual performance reviews concluding they were ineffective.  Many start-ups use a more short term goal management approach.

Rather than schedule the reviews and try and squeeze goals inside those time frames, they schedule the reviews when the goal is accomplished, or should have been accomplished.

6. Which of the existing trends, topics or particular aspects within Performance Management have lost their relevance and/or importance, from your point of view?

The annual performance review. Employees hate it, managers hate it.  Often the typical manager can’t remember the charter they set for their employees at the beginning of the year.

more effective process is one that has more meetings during the year that do focus on measurement, but also adjustment and encouragement.


7. Which are the main challenges of Performance Management in practice, today?

Judging performance of non-quantifiable positions. It’s easy to judge if a salesperson or developer met their targets, the evidence is in the number or completion.  But developing targets and goals for non-managers in marketing or operations can be more challenging.

8. What should be improved in the use of Performance Management tools and processes?

The integration with other talent and HR metrics. Being able to drill down on any metric to see if patterns develop when performance is viewed by certain job levels, income groups, or locations. Also using analytics to see if performance trends up or down over certain time periods that can perhaps be linked to programs or events.

9. What would you consider as a best practice in Performance Management?

Human beings in a free market society are always looking to move on or up. In addition to grading individuals on how they are doing in their current job, it’s motivating to let them know what levels they need to hit and what additional skills they can acquire to move to the next level.


10. Which aspects of Performance Management should be emphasized during educational programs?

I think this can be looked at two ways depending on the type of organization and culture. There are of course educational degrees and certifications that help individuals in their selected jobs and fields.

But there is also the training of how to seek out and fill gaps that might not be in one’s exact job description.  This is the type of skill that can takes start-ups to viability and viable companies to industry leadership.

11. What are the limits that prevent practitioners from achieving higher levels of proficiency in Performance Management?

I think it’s the approach of managers of treating performance reviews like report cards. That means there is a teller and listener. If mangers treat the process as a joint endeavor where the journey is shared, and the success is mutually beneficial, then upside is exponential.

Specialization Specific Point of View

12a. Academic Point of View: We are developing a database of subjects/degrees in Performance Management. What are your suggestions relevant to the database (i.e. subjects/degrees such as the Masters in Managing Organizational Performance)?

In my opinion, focusing more on Behavioral Science and Data Science would yield great results, as these fields are in an increasing need of experts.

12b. Consultant Point of View: What are the processes and tools you look at, in order to differentiate a successful performance management system, from a superficial one?

Some of the processes I give most attention to are Peer and 360 review capability.

12c. Practitioner Point of View: Which were the recent achievements in generating value from performance management in your organization?

Charting career paths with individuals that breaks down the steps individuals need to make to achieve near and long-term goals.



Upcoming HR Technology Conference & Exposition Projects Record-Breaking Attendance, Sold-out Expo Floor and 80+ New Products

Artificial Intelligence-Powered Solutions that Engage Job Candidates and Employees Will Take Center Stage

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HORSHAM, Pa., Sept. 04, 2018 (GLOBE NEWSWIRE) — The world’s largest event dedicated to HR technology will once again break records with unprecedented attendance and a sold-out exposition floor. Next week’s HR Technology Conference & Exposition® – being held September 11 – 14 at The Venetian in Las Vegas – will also be the launchpad for more than 80 new products in the category.Rebecca McKenna, Vice President of Global Events and Publisher at Human Resource Executive® magazine, said, “Attendees at HR Tech will have a front-row seat to the innovation that will help them manage their businesses today while planning for the future impact of AI and further automation. More than 450 exhibitors will be available on the expo floor, plus our Pitchfest, Awesome New Technologies and Next Great HR Tech Company competitions will give attendees the ability to weigh in with their votes.”

Following here are the exhibitors planning to debut their new products at the conference:

Booth 1519
Available for the first time as a standalone solution, the Achievers Listen platform continuously listens to employees and provides managers with clear, actionable steps that address the needs of their teams. Achievers Listen is designed to make employee engagement active, personal, and simple by decoding the complexity of engagement and empowering both employees and managers to act on engagement insights.

Booth 2807
ActiView will launch Assense Marketplace, the next-generation placement platform. This new solution optimizes advanced VR and ML technologies to understand candidate profiles and match them to the most fitting positions and organizations. Using Assense Marketplace, candidates can apply to multiple companies at once, and organizations will benefit to interview only highly relevant candidates while paying just based on the success rate.

Booth 133 is a unique portal introduced for bridging the gap between candidates and available technical jobs such as construction, trucking, electrical, plumbing, elevator maintenance, IT, digital skills, nursing, hospitality, etc.

Booth 1904
ADP announces the launch of Executive and Manager Insights on the ADP® Mobile Solutions app. Integrated into the ADP Mobile Solutions app, this solution taps into artificial intelligence (AI) and machine learning (ML) innovation to serve up actionable workforce insights directly to business leaders and front-line managers in real time.

Booth 837
AllyO advances its end-to-end AI recruiter to become a single point-of-contact for HR teams looking to better engage new hires. Organizations can now understand new employee sentiment, answer any questions and solicit feedback via automated text and chat. By constantly engaging new employees in their first 90 days, AllyO helps identify issues early and improve retention.

Booth 406
Alight’s Compass healthcare navigation solutions provide comprehensive support throughout a person’s healthcare journey. Available online, mobile and UPoint® (Alight’s proprietary HR portal), people can instantly access their digital healthcare concierge anytime to find highly rated, cost-effective providers and understand the full costs of care.  Also, Health Pros®, highly trained healthcare experts, provide expertise and recommendations no matter how simple or complex the issue.

Booth 1815
Avature Campus Recruiting is a new solution that manages the process of employing graduates for internships, co-ops, and entry-level positions. It features automation tools for running events, engaging across online channels, scheduling interviews, screening candidates, and reporting program successes. Once hired, digital-first workers can join their teams with paperless onboarding, virtual performance management, and an online hub for social engagement.

Booth 539
BambooHR will introduce Employee Satisfaction with eNPS as part of its core software product. This new solution gives employers a proven method to anonymously measure and track employee morale and gain valuable feedback to improve key strategic objectives like retention, engagement and employer brand. It then provides a dashboard to show responses and track trends over time in a succinct and effective way.

Booth 428BF
The smart time and attendance wide-screen kiosk allows employees to walk into work without the hassle of clocking in. Using its AI recognition system, BioGrp automatically tracks and clocks in users when they walk past by the kiosk. Employees are no longer required to register fingerprints or punch in timecards.

Booth 1236
Brazen Technologies will unveil a myriad of new features that leverage its proprietary chat technology to engage candidates in new ways. The new live chat, text messaging and AI-powered chatbot features augment the company’s chat event and scheduled chat modules, providing employers with a comprehensive chat- and text-recruiting solution.

Booth 2337
Sofia, Businessolver’s personal benefits assistant, continues to answer employee’s important benefits questions. Over the past few months, her knowledge and skillset has grown by 250%, and she has saved members over 290,000 minutes through immediate chat resolution. In September, Businessolver will launch her newest capability – managing workflow – allowing Sofia to carry out specific tasks at the employee’s request.

Booth 1810
CareerBuilder is launching a mobile revolution leveraging AI, augmented reality, gamification and hyper-localized search for its “hello to hire” solutions. Kicking this off is a new candidate experience with faster connections to employers via the CareerBuilder Job Search app. The app instantly builds resumes, applies to jobs and shows a 3D view of job openings at nearby businesses.

Booth 1258
CareerEco is launching RSViP™ – a recruitment scheduling and virtual interaction platform that seamlessly connects recruiters to talent. Select candidates, send automatic invitations, and have candidates RSVP on calendars.  CareerEco’s virtual interviewing interface enables recruiters to meet jobseekers real-time and answer questions on-demand.

Booth 428BR
Lexy, the HR chatbot by Chasma, now features a visual drag-and-drop designer tool for creating advanced dialog workflows and branching logic—without programming. Users can drop in dialog boxes, enter the text, and design the dialog flow with easy-to-use visual connectors. The chatbot can be branded with any name and attached to any application, portal, webpage, or URL.

Booth 2722
Announcing enhanced administrative tools and features with new user and team permissions, secure 2-factor authentication from Authy, and a fresh dashboard interface.  New screening products added as stand-alone or bundled reports.  Integrate with RESTful JSON or XML API.  Automation, efficiency, and compliance continue to be central to its platform.

Booth 807
CloudMills new API Navigator has distilled what has historically been a horribly complex, mysterious and expensive process of scoping/pricing integrations in Human Resources and Benefits into an easy application.

Booth 428BK
Cloverleaf will introduce Cloverleaf 2.0 with enhanced usability and feature updates. Cloverleaf aggregates employee and candidate assessment data (personality, strengths, culture, skills) to generate insights that enable better communication, empathy and efficiency within teams. These insights are delivered on an ongoing basis to team members through ”digital nudges” in the form of email, calendar & integrations to drive collaboration and change behaviors over time.

Booth 428AA
CompensationCloud, a cloud-based employee compensation solution provider, will announce general availability (GA) on Sept 12th, 2018. CompensationCloud converts performance reviews to optimal pay by maximizing the compensation budget. Users can build a variation of base pay, bonus, or stock plan.

Booth 1554
Now in GA, CompIQ provides the tools to construct a defensible and transparent compensation process. The CompIQ platform provides compensation benchmarking for each individual employee; it is a tool-kit to ensure compliance to new and evolving pay equity legislation, and automated compensation reporting.

Criteria Corp.                                                             
Booth 2741
Criteria Corp. will announce a new job posting feature as the latest addition to the July 2018 relaunch of their testing platform, HireSelect. Customers can now post directly to ZipRecruiter’s 100+ job boards within HireSelect. This feature is intended to help clients increase visibility across job boards as well as create a more efficient hiring process.

Booth 957
Docebo will launch its all-new mobile app, which offers learners a frictionless and continuous learning experience where they can take training courses offline and share knowledge with experts and colleagues creating knowledge capital. Docebo’s new app is developed 100% native to iOS and Android promoting an uninterrupted learning experience for professionals on the go.

Booth 2055
DocuWare will announce DocuWare Kinetic Solution for Employee Management. This cloud-based, preconfigured solution centralizes, secures and shares employee documents from recruiting, onboarding, performance to so much more. Simplified implementation with preconfiguring roles, workflows and other settings, and an intuitive user experience provides the full power of a safe content services platform.

Booth 428AB
A completely new look and feel of its virtual job fairs layout will be available on September 12th worldwide. The new design makes the online job fair a totally new experience for candidates and recruiters to chat and interact online.

Easy Workforce
Booth 817
EasyWorkforce will announce the launch of EasyScheduling, its newest product introduction to the workforce management suite. With EasyScheduling, a wide array of components can be assembled to meet unique scheduling needs. The intuitive and interactive software reduces the time it takes to plan, create, communicate, and manage employee work schedules. EasyScheduling is enabled with real-time alerts, workflows, recommendation engine and compliance laws.

Booth 2053
eBenefits will announce the launch of its new cloud-based platform. The new platform, which was designed by and for human resource professionals, can make benefits management less complex for HR leaders, producers, and employees. To support the future of benefits administration delivery, it combines customer service, an intuitive user experience, and robust data analytics.

Booth 1557
Energage will announce its recently patented approach to analyzing, benchmarking and distilling survey results. They will be sharing details of this innovative AI-driven approach at HR Tech, which eliminates the data-crunching phase for clients, allowing surveying companies to confidently jump from data gathering to driving improvements in the culture.

Booth 1342
Entelo Envoy will announce a new input form that allows recruiters to gain immediate insight into their supply of candidates through a humanized, simple experience. This intuitive new input form walks a recruiter through the sourcing process like a conversation and reduces wait times for a candidate list to zero, making sourcing as simple as posting a status update.

Booth 209
Espressive is announcing that Barista—the company’s AI-based virtual support agent—now supports purpose-built, integrated HR service delivery and onboarding plus consumer-like self-help experiences for employees. Unlike traditional IT service products requiring significant professional services hours and skills to use, Barista is quick and easy, so HR departments are up and running in just a few weeks.

First Advantage                                                        
Booth 1750
First Advantage’s Profile Advantage, a mobile-first background screening solution, is now available globally. With Profile Advantage, companies can screen top talent from around the globe quickly and easily by enabling candidates to submit information directly via mobile devices. Allowing candidates to submit their information anytime from anywhere can significantly decrease time consuming back and forth communications. Convenient and easy-to-use, Profile Advantage also supports desktop browsers.

Booth 756
GattiHR’s TalentBoost platform is a new talent management and development solution that combines sourcing and recruiting functionality with engagement resources such as health and wellness, employee savings, learning and development, surveys and recognition.

Booth 3041
HiringSolved’s latest product R6 is launching at the conference. Intended to change the way organizations discover and streamline candidates, it connects a smart, recommendation engine and direct messaging features with the ATS, helping employers talk to the right candidate faster.

Human Capital Management Institute
Booth 111
SOLVE Workforce Intelligence Software, an HCMI business analytics platform for HR, will unveil its new AI driven functionality for quick access to high value predictive insights. Key features include natural language processing and over 1,000 machine learning algorithms based upon more than 600 standardized human capital metrics that integrate HR, finance and operations data to link workforce investments to business outcomes.

Booth 343
iiPay will announce the launch of the Insights Dashboard, an intuitive data visualization enhancement to its global payroll management solution. This platform leverages the power of the solution’s global reporting capability to display key payroll, finance, and human resources data points in an intuitive, modern interface.

Booth 1106
iCIMS will launch iCIMS Offer, an end-to-end solution that helps users manage the entire offer process in one place. Developed based on industry research and customer demand indicating the lack of solutions for this core element of the hiring process, iCIMS Offer reduces business challenges associated with the offer process, and improves the employer and candidate experience.

Booth 1955
InfoMart will announce an enhanced driver services solution that provides employers with an innovative, end-to-end fleet management and screening tool. This streamlines every step of fleet management—from background checks to Driver Qualification Files through post-hire monitoring, document expiry, and DOT-audit support services. InfoMart’s tool empowers employers to hire and retain qualified talent via a streamlined, integrated platform.

Booth 2032
Infor is announcing a next-generation talent assessment recruitment technology as part of the company’s Talent Science solution. With Infor’s latest pre-hire assessment tool and a new modern candidate experience, you can leverage machine learning to take the guesswork out of identifying and hiring top talent and get a better return from your recruiting investment.

Booth 2146
KSI will launch its ADOPT offering, which provides comprehensive and leading-edge Digital Enablement, Adoption, and Analytics functionality. ADOPT is designed to complement some of the leading HCM platforms.

Booth 1946
LEADx will release a next-generation Conversational Learning platform for leadership development. LEADx Coach Amanda, an AI-powered executive coach, enables organizations to increase managerial competence, employee engagement, and productivity. The LEADx platform provides users with on-demand access to a suite of tools including adaptive assessments, directed learning paths, microlearning courses, and AI-powered chatbots.

Booth 1853
Leoforce will feature a preview of Arya 3.0 and Arya Connect, the latest from their R&D Center. From a chatbot to SMS text to voice communications, Arya Connect will deliver a seamless and enjoyable candidate engagement experience, reaching candidates where they are already actively engaged. Arya 3.0 will include a revolutionary new UI/UX experience and additional new features and functionality.

Booth 428T
Levelhead will announce the launch of Mindful Moments, a set of exercises designed for leaders to engage with employees at various points of the work day.  Designed specifically for the workplace, they represent the first step in Levelhead’s expansion to support leader development alongside its existing focus on a stressed, distracted, time-starved workforce.

Booth 1244
Fathom 2.0 is a modern learning management system designed for and proven by Fortune 500 customers, soon to be accessible to budgets that even SMBs and startups can support. The user-focused architecture delivers a wide range of multimedia content on any device. From a technical perspective, it is SCORM and xAPI compliant, and built to keep training materials and user information secure.

Booth 1339
Montage will announce the Montage Intelligent Recruiting Assistant (Mira). Mira leverages artificial intelligence to drive recruiter efficiency and productivity by eliminating mundane, time consuming tasks during the interview experience. Mira creates the better candidate experience and enables organizations to make better, faster, smarter hiring decisions.

Booth 711
Nalantis will be presenting a unique visualization of its AI technology; visitors to this booth can experience the force of Artificial Intelligence via Virtual Reality, viewing how machines understand natural language like humans do and how technology is changing business models across many industries including HR.

Booth 1548
Oleeo (formerly WCN) will unveil new built-in prescriptive recommendations to foster diversity and accelerate candidate selection. Based on 120 data points derived from resumes and profiles, the intelligent algorithm is optimized to ensure no adverse selection and compliance with established EEOC selection rates. The customized algorithms handle high-volume automation and deliver at-a-glance high-quality selection recommendations, critical to recruiting success at high-volume hiring events.

Booth 2723
OrgVitality now offers its proprietary, machine-learning comment analysis tool directly embedded into clients’ reporting portals. The OV VOICE – the Value-Optimized Intelligent Comment Extractor – instantly and dynamically sorts and prioritizes open-ended survey comments by the likelihood that they will lead to action.

Booth 2355
Organizations need a workforce of critical thinkers to be competitive going forward. Their request is simple: expert employees who make meaning from information, innovate & problem solve. The results have been disappointing: information-overwhelmed employees struggling to keep up. Pandexio’s “digital brain,” releasing in September, addresses this head-on.

Booth 1128
Paradox will announce several new features to its flagship product, Olivia, an AI recruiting assistant.

Booth 1115
Paychex is introducing HR Center, a unified experience that features a modern performance management solution with LMS connectivity, 25 self-service capabilities, approvals and workflows, analytics, and a configurable events calendar. Users can complete all tasks within a few clicks or from the palm of their hand.

Booth 428E
PerfectCoaches is an app for skill development and practice. Virtual motivation coaching, assisted by artificial intelligence, supplements the performance manager role by providing daily, skill-focused feedback. The app comes with built-in learning modules for skills in customer service, leadership, and can be quickly customized to an organization’s skill requirements and performance management process. Importantly, virtual motivation coaching makes outsourced performance management possible.

Booth 428AZ
Pounse will release Recruiter, a web platform helping recruiters source, prescreen and collaborate with talented candidates and clients. Pounse Recruiter will simplify pipeline workflow, improve candidate profile quality, automate data entry, and deliver polished client presentations to an impressed client.

Booth 2048
PSI Services announces the launch of PSI True Talent™. PSI True Talent™ is a robust cloud-based hub which hosts PSI’s ecosystem of tech-enabled HR tools and 500+ online assessments for hiring and development in one place. Upgraded core functionality and enhanced mobile experiences for candidates and administrators make PSI True Talent™ the next generation of PSI talent management technology.

Raven Intel
Booth 428D
Raven Intel will launch as a free tool to help HR customers find, hire and review their perfect consulting partner. Similar to TripAdvisor or Glassdoor, Raven Intel helps customers in the pre-sales process search for and engage the best partners easily and gives consulting firms a place to promote their project success and find customers looking for what they do.

Booth 2058
RChilli will introduce RScript, a web plugin, which will reduce a resume parser’s integration time from two hours to two minutes. Normally, users need an API call to start using a parser, but this plugin brings a major shift in the integration process with a ready-to-use JSplugin. Create a Go-To-Market strategy from a parser to a web page in less than 5 minutes with a simple JScript.

Booth 428AQ
Relish will announce its new match score for employers and job candidates, which incorporates candidate credentials, preferences, and user-submitted compensation data to measure fit with employers, industries, and job functions. Introduced as part of Relish’s recent acquisition of the TransparentCareer platform, the functionality incorporates over 50,000 compensation data points, accelerates user-engagement with detailed compensation insights, and helps job candidates discover the right opportunities.

Booth 428G
Reimbi announces support for international candidate reimbursements including local currency bank deposits. International and U.S. domestic candidates traveling for interviews can take advantage of rapid reimbursements. Learn more about this low cost, high impact method of improving the candidate experience and reducing staff effort.

Booth 748
Reppify Paths is an internal mobility solution designed to support retention of key talent. Reppify Paths helps companies predict retention risk and provide seamless career opportunities for their employees, leveraging Reppify’s advanced AI recruitment platform, integrated with core ATS and HR systems.

Restless Bandit
Booth 1120
Restless Bandit will launch Autopilot, an enterprise recruiting automation platform that combines algorithmic candidate sourcing with email outreach. Autopilot analyzes millions of resumes and matches top candidates with open roles in seconds. And without recruiters ever logging in, Autopilot connects with those candidates via email and social media, encouraging them to apply to specific positions.
Booth 3126 will announce the release of new persona-based dashboards for its CompAnalyst for Enterprise solution. Built to meet the unique, specific needs of Recruiters, HR Business Partners, and HR Executives in today’s talent market, these dashboards leverage new, customizable widgets to deliver tailored compensation insights to each persona, with direct access to full reports from within the dashboard view.

Booth 1454
SMA Revolutionizes Project Staffing with Talent On Demand (TOD®), a Project-Centric Talent Management System. Designed for organizations with staffing needs on their most critical projects, TOD provides a bench of highly curated talent and precision matches these experienced professionals to ensure project success.

Booth 803
In addition to previewing its recent release of Emerson, SmashFly will announce Pipeline Intelligence. Pipeline Intelligence helps talent acquisition teams prioritize their talent leads in SmashFly’s CRM. Using a combination of lead scoring, candidate/job matching and AI, Pipeline Intelligence sources and shortlists the right candidates for teams faster to build tailored pipelines, plus gets smarter over time based on hiring manager feedback.

Strait Logics
Booth 428N
By utilizing smart technology and an out of the box approach to benefits administration, Rewards Portal is benefit-provider independent offering employers free reign in the market. The latest version being launched includes enhanced functionality such as an employee dashboard summary, a new user interface and the ability to manage overlapping enrollment windows, benefit periods and calendar periods.

StandOut by CollegeNET
Booth 3143
StandOut® Video Recruitment Network is now open for employer registration. With help from Artificial Intelligence and advanced cognitive computing, StandOut connects employers and college talent. StandOut’s user-friendly technology reduces hiring time and provides a positive candidate experience while increasing branding and reach.

Booth 2328
Percipio Experience Services (PES) is Skillsoft’s new content-as-a-service offering that enables LMS and LEP vendors to break the chains of legacy learning technology by incorporating the best elements of Percipio-Content, Curation, Discovery and Analytics. Customers benefit from an engaging modern learning experience and usage data for measuring ROI.

Booth 228
Survale announces a new reference checking module to its Workforce Feedback and Analytics Platform. Joining its Candidate Experience module and its Employee Experience and Quality of Hire modules, Survale’s new Reference Check module will automatically solicit return feedback from candidate supplied references. In addition, Survale’s Reference Check module will support sourcing from candidate supplied references.

Booth 510
SurveyMonkey is launching enhancements to its employee engagement solution, Engage. The new feature, called Team View, utilizes employee insights that help empower managers to have meaningful conversations with their employees. Team View provides visibility into the factors that are most impactful to engagement.

Swarm Vision
Booth 428P
Swarm will release their Pro dashboard, which enables organizations to identify high potentials to drive growth and innovation culture as well as design high-performing growth teams.

Booth 428C
Synctrics is releasing a free Pulse Survey as a Service (PSaaS) solution designed to measure the ten core business activities that take place in every organization. Each 10-question survey is designed to measure different elements of your culture and org structure.

Booth 2939
TalentGuard enhances their Talent Management Suite to improve a company’s ability to objectively determine quality of hire. The suite, now equipped with new assessment capabilities and a more modern user interface, can show when new hires reach full productivity and how they compare to tenured or previous employees in the same role during the first 30 to 180 days of hire.

Booth 428L
Talentsteps will preview its new self-paced learning platform, UpFlourish.

Booth 428AV
New to the market, TalVista focuses on helping recruiters and hiring managers manage unconscious bias. The platform has modules for redacted resume reviewing and scripted interviews for structured interviews to keep the hiring manager focused on candidate skills and experience rather than gender, ethnicity, or even their alma mater. TalVista also facilitates job description optimization to ensure interested and diverse candidates apply for the job.

Booth 2037
The new Pipeline Health Meter sends an alert when a job’s candidate pool does not meet the size, quality or gender diversity thresholds known to impact the fairness of the selection process. Every job is actively monitored to ensure job content is performing well with targeted candidates. The Pipeline Health Meter is included with every TapRecruit subscription.

Booth 2743
Terryberry announces new tools that will make its employee recognition software more accessible to non-desk employees in industries like manufacturing, healthcare and retail. This comes through a new integration between Red e App’s mobile communication app and Terryberry’s 360 Recognition platform. The integration enables rewards and recognition notifications within Red e App as an additional communication option, simplifying and streamlining the process for clients.

Booth 1842
Tracker Corp announces the launch of its I-9 Help Center, a specialized I-9 and E-Verify Support Unit dedicated to providing exclusive legal consultation to Tracker Corp clients. The I-9 Help Center offers specialized legal services to enterprise clients that require extra guidance with their immigration, visa, and hiring processes.

Booth 428BG
TrenData releases the newest version of its AI-Driven People Analytics solution with enhanced machine learning. New features include natural language processing (NLP) capabilities that can greatly aid in the search for and creation of advanced metrics and analytics. Also included are enhanced predictive modeling functionality as well as new voice command and mobile device capabilities.
Booth 428V will launch a new tool to support downsized employees. It consists of a three-month Employer Outplacement Subscription for employees who are being downsized and, as an added value item within severance packages, it will connect employees directly to recruiters for a cost of only $85 per employee.

Booth 428AT
Intelligent hiring platform Vervoe’s new AI-Powered Skills Testing automatically recommends the strongest candidates to employers based purely on their performance in ‘Talent Trials.’ With an 83% accuracy rate in predicting top performers, the algorithm gives candidates a chance to prove their skills without being arbitrarily screened out, while employers can make smarter, more diverse hires.

Virgin Pulse
Booth 808
Virgin Pulse is announcing Engage Work. Designed to bridge the gap between “learning” and “doing,” Engage Work extends the company’s flagship behavior change platform to support organizations in engaging employees every day in building – and practicing – positive work habits that reflect and reinforce their unique culture, mission and values.

Booth 2039
Visier is spotlighting its upcoming What-If feature, a first-of-its-kind analytic capability. With Visier People’s powerful new What-If capability, users can adjust the input in their analyses to examine how the actions they may choose to take will influence the trends, helping users make better decisions.

Booth 1848
Vyond is making it easier for enterprise teams to create, collaborate, and communicate high-quality video easier than ever. The SaaS video creation platform is making updates to team sharing functionality, added version history, enhanced security features, and stocking the library with a new healthcare asset pack.

Wade & Wendy
Booth 136
Wade & Wendy will announce the release of the second generation of their Wendy product, after last year’s release of their conversational AI recruitment platform. Wendy is an AI recruiter with the enterprise-scale capability of automated sourcing, role-specific screening and evaluation, intelligent profile enrichment, and process coordination. The second generation of Wendy brings new functionality for targeted outreach and personalized engagement for sourcing.

Booth 1445
Now in general availability, eComp joins the Worklogix Talent Cloud. Built on a fully HTML5 user interface, the year-end compensation process can be managed from any device or platform.

Booth 328
Yello has a new solution for the most complex scheduling scenario: the interview day. Powered by artificial intelligence, Yello automatically coordinates an optimal interview schedule for required and optional interview participants. Yello Interview Day Scheduling frees recruiters to focus on more strategic priorities.

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Founded in 1997, the HR Technology Conference is the world’s leading event on HR technology covering all the latest trends — Talent Acquisition, Employee Engagement, Diversity & Inclusion, Big Data and more! From strategy and selection to post-implementation, HR Tech is a pivotal stop for all organizations on their HR journey. Featuring more than 75 presentations delivered by senior executives from leading organizations, HR Tech never sells speaking slots, resulting in a high-caliber learning experience with real-world lessons and practical takeaways. HR Tech annually attracts industry experts, thought leaders, software vendors, senior HR executives, HR generalists, HR systems leaders, IT innovators and more. The show is also home to the annual Women in HR Technology Summit, which empowers women within HR and HR technology to grow personally and professionally. Additionally, HR Tech Conference hosts the world’s largest Expo of HR technology products and services — a number of vendors even choose to announce their latest products for the first time at the conference. There is no better place to touch, compare and contrast the latest solutions from leading vendors in every category, as well as start-ups. For more information, visit



The New Talent Game: Long Term Gains from Short Term Employees

As the job market tightens, companies fret about talent leaving too soon. But Korn Ferry asks: Could that actually be a good thing?

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Tom McKeown has hired a lot of people. Few have been like Kyle.

From almost the moment Kyle signed on as director of marketing at HRsmart, a Dallas-based talent management software company that was acquired by another firm in 2015, it was clear he was exceptional. At 31, he was not only bright, but the ideal combination of “doer” and “thinker.” He had a mind for marketing, but was also a technology whiz, implementing systems that improved efficiency across the entire 300-person organization. Perhaps most notably, he possessed an intellectual curiosity that led him to fix problems before anyone even realized there was a problem to fix.

But Kyle wasn’t exactly in it for the long haul. Eighteen months after he started, he left to run marketing at a media company. Two years later, he moved on again. The last anyone had heard he was working at a startup. “My grandmother used to call it ‘itchy feet,’” says McKeown, who was general manager of HRsmart at the time and is now founder and CEO of the people analytics firm TrenData. “Some people just gotta be on the move.”

For years, the Kyles of the world have always been seen as costly and unnerving to corporate America, where great companies were often equated with the tenure of their talent. In today’s age, where many short-timers are digitally oriented, and firms rely so heavily on digital transformation, the early exiting becomes even more disconcerting to many. All of which is likely to happen more now, as the job market keeps improving, forcing companies to dedicate more resources and considerable funds toward keeping their talent.

But Korn Ferry solutions experts say there may very well be a provocative alternative: Let them go. In today’s gig economy, a number of highly talented and creative workers in tech and other areas aren’t interested in staying past a couple of years or so. So instead of watching firms lament about turnover, Korn Ferry is advising some clients to assume people are going to leave after a few years—and to create special onboarding, training, and compensation plans that matches these short-timers. Handled correctly, in the view of Korn Ferry, the shift may not only soften the blow of early departures but also attract a whole new set of talented workers. “For the right kind of person, this is incredibly appealing: Come in, build something great, and then no harm, no foul,” says Melissa Swift, Korn Ferry’s leader for digital advisory across North America and global accounts.

To be sure, no one is suggesting that loyalty is still not valued or that early exiting strategies fit every firm. But Korn Ferry believes firms must consider a whole new talent framework these days. Companies worldwide, after all, are forced to compete in a world where artificial intelligence, automation, blockchain systems, and other technologies are threatening business as usual. Amid all these changes has come a crisis of confidence in staffing: According to research compiled by Korn Ferry, more than eight in 10 executives believe their organizations lack the skills to deliver on their digital ambitions. Another 63% believe their transformation efforts are stalled because of difficulties in “changing their company culture to be agile,” and 39% cite “resistance to new ways of working” as a primary roadblock.

All of which leaves companies in a desperate hunt for a new type of worker—one who possesses the skills and competencies to solve existential challenges about what the company is and where it’s going. “The change we’re going to see in the next 20 years is transformational,” says Craig Rowley, a Korn Ferry senior client partner who is working with several major retailers on reassessing short-time talent. “We haven’t seen this kind of change since 1918.”

It’s well known that work cycles today are quite different from a generation ago. One survey says more than 40% of baby boomers have stayed at the same company for more than 20 years, while millennials can typically expect to work at a dozen firms in their lifetime. Capitalizing on this change has been a number of fast-growing corporate tech titans with a new approach to staffing. Google and Facebook, for example, are known for attracting innovative people with special benefits and more open structures—but also having some of the highest turnover. At Google, the average employee tenure is just over three years; at Facebook, Tesla, and Dropbox it’s less than three; at Uber it’s less than two.

Other industries, like healthcare and retail, are eager to model similar levels of growth and innovation in the growing tech side of their business—but will need to reshape their approach to job tenure. “Clients say, ‘I want to hire like Google,’” says Swift. “Well, that’s what it means to hire like Google: You’ll get great people, and they’ll stay with you for two years.”

However long they stay, the worker of today is clearly more in the driver’s seat, with low unemployment and a strong economy creating far more opportunities, especially in tech-related roles. According to government stats, there are essentially more jobs open than those looking for them; during the Great Recession’s peak, nearly seven unemployed people were fighting for every job opening.

In that environment, today’s workers can impose new demands that go beyond higher pay (which studies show matters less to many of them than, say, a company’s culture or purpose). That includes for many a whole new level of freedom that goes against the grain of many old-guard organizations—including the ability to take entrepreneurial approaches and reduce organizational constraints.

Case in point: Bonin Bough. A celebrity among marketing execs, Bough is known for bringing age-old consumer packaged goods companies such as Pepsi and Mondelez up to speed with new media. His approach has always hinged on the freedom to play by his own rules. In an interview last year, for example, he described once joining a family-owned company by telling the founder he had only one condition: “You let me run it as if it were my own company.” (Which the founder did.)

Korn Ferry believes firms that are the most agile in adjusting to this new order will grab a lot of great talent. Some of this begins with setting clear career paths. At ITA Group, an event, incentive and employee engagement solutions provider in Des Moines, Iowa, potential growth opportunities are part of job descriptions, and employees and managers can review them as those jobs progress. The underlying philosophy is that a career ladder is actually a career lattice. “You’re not being forced to follow any certain path. But when you start to get that itch, they’re great about working with you to say, ‘Maybe this is a time to start job shadowing, to try something new,’” says Christina Zurek, ITA Group’s insights and strategy leader.

Certainly, it’s understandable why companies would try to hold on to early talent and limit departures. On average, it costs 2.33 times a yearly salary to replace most workers, studies show. But the lasting impact of a superstar short-timer can be worth far more than loyalty. As Silicon Valley management professor John Sullivan, PhD, puts it, “Do you want LeBron James for one year, or Homer Simpson for five?”

According to Korn Ferry’s Swift, successfully handling these short-term workers, whom she calls “near-term catalysts,” means giving them a greater chance to rock the boat early. “You can authorize them to break glass a little bit, understanding that you’re not grooming this person to be the next CEO. You’re not worried if maybe they annoy some people a little bit, or if the change is genuinely disruptive. You’re not worried about whether you’ll have a role for them in 10 years,” she says. “All of those concerns sort of go away, and you can really focus on maximizing that person’s impact in a transformational role.” For Korn Ferry’s Rowley, early and frequent coaching is also key. “Recognize what success looks like for them,” says Rowley. “They’re going to be disruptive.”

But disruptive can be helpful. Indeed, it turns out at least some short-timers may even be a plus on the way out the door—by helping find solid replacements. As a rule, a talented star is likely to know others. “They’re not going to find you a turkey,” says Sullivan.



PredictiveHR Secures First Round Of Funding And Creates A Strategic Alliance With TrenData

Partnership accelerates the further development of PredictiveHR People Analytics solution and go to market strategy
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Boston, TN – March 13, 2018 –  Today, PredictiveHR (PHR), a human capital data analytics company, announced an alliance with TrenData, a developer of AI-driven people analytics software, that includes a technology license agreement, an infusion of operating capital and collaborative go-to-market strategy. This comes on the heels of a number of key client wins by PHR in 2017 extending into 2018.

Partnership with TrenData positions PredictiveHR for rapid growth in the Workforce Analytics industry.

“PredictiveHR has a deep consultative knowledge of the analytics space that is delivering quantifiable ROI to their larger, complex clients,” said Tom McKeown, CEO and Cofounder of TrenData.  “We are excited to make this investment in technology and capital in PredictiveHR, and believe it will greatly accelerate the momentum the company has already demonstrated.”

PredictiveHR, formed in 2016, is on the cutting edge of Human Resources technology and data integration and analytics.  The company’s proprietary A.I. Engine and unparalleled HR domain expertise has allowed PHR to help organizations aggregate disparate HR and business systems to deliver meaningful and easy-to-use dashboard reports and analysis right to the desktop of HR executives.

“The team at TrenData bring deep experience in Human Capital Systems and Analytics as well as the capital structures needed to help PHR become a major force in our industry,” said David Pollard, CEO of PredictiveHR.  “We could not be more excited for the future  of the company and the benefits this partnership will provide to our customers.”

PredictiveHR has shown early success within client organizations seeking to fully leverage their HR Data into quantifiable business results. Demand for PredictiveHR’s proprietary Artificial Intelligence Engine and Analytics Dashboard continues to grow as the company is now positioning itself for accelerated growth.

About Predictive HR

Headquartered in Boston, MA, PredictiveHR provides Human Resources and C-Level executives with an unprecedented view into the overall health of their talent operations.  Harnessing the power of big data through the PHR Artificial Intelligence Engine, Predictive HR’s clients are able to consolidate disparate HR data into actionable analytics reports that allow for precise strategic decisions about their most important and expensive asset; their people.



Q&A with Tom McKeownn, CEO and Steve Parta, Vice President, Global Sales of TrenData providing AI Driven Workforce and HR Predictive Analytics that allows Organizations to best plan for Recruiting, Retaining, and Promoting the Best People to obtain Optimal Business Performance

Tom McKeown TrenData People Analytics Co-founder and CEO headshot

Tom McKeown:
Chief Executive Officer

Steve Parta:
Vice President, Global Sales

Interview conducted by:
Lynn Fosse, Senior Editor, CEOCFO Magazine

CEOCFO: Mr. McKeown, what is the focus for TrenData today? 

Mr. McKeown: The focus for TrenData today is to tap into the overwhelming need of organizations, particularly in the HR community, to have a predictive view of the health of their workforce so that they can make the best plans for recruiting, retaining, and promoting the best people to obtain optimal business performance. We do this by taking key metrics, trending them into analytics, and then projecting that trend into the future. This perspective allows organizations to determine if they are heading in the right direction or if they need to make adjustments. And if they do need to make adjustments, we provide advanced modeling to map out different scenarios for improving the organization’s future.

CEOCFO: Is predictive analytics an area that has had much attention recently, or still a little bit new to organizations?

Mr. McKeown: Actually, it has had a lot of attention from analysts, probably going back to 2011 or 2012. They tend to be a little ahead of the customer base. In the beginning, the problem was that clients did not have access to enough data – or any data – to formulate the metrics. Data can be pretty spread out in HR through many systems such as talent, recruiting, HRIS and such. But with the openness of platforms such as ours, using integrated API feeds has made it much easier to pull that data together for advanced and predictive analytics. So at this point I would say we have arrived.

CEOCFO: Would you walk us through a somewhat typical engagement? When might a company turn to you? How do they get started? What can they do and what can you help them do?

Mr. McKeown: Usually a company comes to us when they are poised for growth, but looking to grow in a smart manner. The best way to move forward is to learn from the past, and most companies have significant historical data locked up in their HRIS or payroll system that they have not been able to understand and use to make better people decisions. So these organizations come to us and say, “We have all these years of data and yet we don’t seem to be hiring enough good people, and need to be keeping more of our better people to hit our business targets.” Once we have that data, we are able to make use of our solution and consultation to pinpoint areas of inefficiency that, once fixed, can have them sailing towards the best result. I also want to stress that we do offer consulting, but we designed the system to be easily implemented, used, and understood. Most of our clients fully function without much support from TrenData personnel, but we can be there if they want us.

GET STARTEDCEOCFO: How have you simplified the process? Is it a matter of technology? Is it a matter of understanding the subject matter so you can make the technology work? Where does it come together?

Mr. McKeown: Well, software is designed to automate a process. The question is who is the user. Our solution is designed for the user to be the person who needs the information, not a consultant who then has to explain it. That’s why we designed TrenData on our three pillars of ease. TrenData is easy to implement, easy to use and easy to understand. This allows us to set up an environment where potential clients can trial TrenData for free. They input their data into the system, experience how easy the process is, and begin seeing ROI before paying us a dime. Then, we are able to move forward and get into more of the complexities of what they are pursuing.

Mr. Parta: Just to add to that a little bit: because we are focusing this tool on the HR department, we are able to take and knock out what we would call the low hanging fruit. Just about every HR leader is going to ask some basic questions such as, “What is my turnover?”, “What are my sources of hire?” or “What is the average absence rate for my employees.” We pre-built these metrics based from surveys to HR leaders who know exactly what they want. Also, we do not require a customer to have any sort of technical background to use the system. It has a simple two-step interface and we also provide natural language processing to allow navigation to metrics or to help build new ones.

REQUEST DEMOCEOCFO: How can you add in factors like changes in the economy, changes in the political atmosphere, new technology that may disrupt an industry and things of that nature, or can you?

Mr. McKeown: Basically, we do the projections from historical data, so that gives us an idea. The more data the client has, the more accurate the projections can be. But we also have the ability to incorporate industry benchmarking and events, so a client can incorporate the external environment as well. For the most extensive predictive modeling scenarios, we employee data scientists to come in and interview the clients to incorporate all factors, including macro data such as jobs reports, economic swings, and other less ready, but significant data.

CEOCFO: How do you reach out to potential clients? How would people find you if they are looking? How do you jump out in a search?

Mr. McKeown: Our messaging and content employs key industry words, such as people data, people analytics, HR analytics, workforce analytics that will bring us up in web searches. We also do a lot of mail campaigns. All efforts are designed to drive people to demonstrations and webinars. Essentially, if people see our solution, they get it. The goal from these events is to get prospects into a trial. Once they’re in and start using it with their data, they see how easy it is, and that is when we get them.

CEOCFO: You mentioned growth companies, but are there particular industries or size of companies?

Mr. McKeown: Typically, HR applications tend to be horizontal. However, where people particularly need something like this, as I mentioned earlier, is where there is a lot of employee movement. That doesn’t mean just turnover. There are the growth companies that are doing a lot of hiring, as well as those of decent size that are promoting, re-assigning, or trying to drive employee engagement. For the most part, we look for companies with over 500 employees. Once you get to over, say, 3,000 employees, then their leadership has likely studied analytics and is more targeted as to where they want to go.

SEE THE SOLUTIONCEOCFO: How accurate can you be? In general, how much does the past inform the future and how much more might it do so because of the way you can look at data, either for technology or from human evaluation?

Mr. McKeown: Depending on the quality of the data the insights can be very accurate. For example, one metric we track very closely, as Steve mentioned, is source of hire. It’s one thing to be able to identify which sources are providing the most eventual hires to an organization – any applicant tracking system can do that. But to be able to tie that to performance data and see where your best performing hires are coming from, that is what companies really need.

CEOCFO: How do you know when you are drilling too deep? Is that customized for each company?  

Mr. McKeown: Well, you are talking to two guys from Texas. We keep drilling until we hit rock! However as far as the solution, what we tend to find is that companies do not realize the wealth of knowledge they have in their people data. Even with the basic version of TrenData, organizations are amazed at the insights they can draw just by visualizing key metrics and analytics at the top, company-wide level. Then being able to drill down to see if negative or positive occurrences can be isolated by department or location, gets people really excited.

TRY THE SOLUTIONCEOCFO: What has changed in your approach as TrenData has grown and evolved?

Mr. McKeown: We’ve found that in the past, people have been deceived into thinking that an analytics initiative is too costly and time consuming. Thus, they tend to treat it as one of those large ERP initiatives. So we have been more aggressive in pointing out the ease and speed of getting implementations in. This is where our ability to offer a free trial with their data can hammer home the point. Organizations are seeing almost instant value before making a purchase. Then once they’re up with a basic implementation, we can grow and configure the system more to encompass whatever expanded capabilities the client is looking for.

CEOCFO: How difficult or easy is it to show ROI?

Mr. McKeown: If you are going to try to sell something to someone that is not budgeted, you have to be able to show an ROI. Otherwise, you get placed on that beginning or end-of-year priority list, where you wait and hope not to get bumped off. Every aspect of our value proposition revolves around the fact that the system pays for itself – and then some. Using financial inputs, we can tie dollars to any metrics and demonstrate how optimizing your workforce is an economic winner.

RISK FREE TRIALCEOCFO: Where does the AI actually come into play?

Mr. McKeown: The AI mostly comes into play in the predictive application of the solution. That is because we are not only able to analyze customer data, but also able to incorporate industry data that allow clients to project more intelligently into the future. Then as you feed more data into the system, it becomes more intelligent in determining which factors affect the overall trends. This feature allows clients to model and make tweaks to improve workforce performance at the right spend. Also, as Steve mentioned, the natural language search allows clients to query the system like a Google search to find the right metrics and analytics. The search feature can either sort through metrics that are already built, or if the data is available, build new ones on the fly.

CEOCFO: What is your global reach? 

Mr. McKeown: We have our main headquarters in Texas, as well as offices in Europe and the Middle East. We find it is very advantageous to have both sales and development personnel globally dispersed. Although America is the leading indicator for adoption, most of the larger companies are multinational. This means they will have their own unique set of challenges due to local laws and cultures. This again points to the importance of being able to drill down on metrics and analytics to determine if a data point or trend is corporate-wide or if it just pertains to a certain segment of the company. When you look at something like turnover, you might see a corporate-wide rate of 15%. But when you drill down, the turnover rate might be 30% in Europe and 5% everywhere else. Thus the remedy needs to be more targeted.

CEOCFO: How is business these days?

Mr. McKeown: Business is good! We have got a lot of great activity to start up this year and are going to be doing some expansion in our workforce. The key with most groundbreaking technologies is getting people to see it, and then envision their organization using such a tool. We have weekly open demos that are always largely populated, and have had great success with our monthly webinar series. Once people come to those sessions, they are jumping at the chance to take advantage of the free trial.

ON-DEMAND WEBINARSCEOCFO: Why this year? Did something change either in the world or in TrenData to have that happen?

Mr. McKeown: In general, analysts have been hyping up people analytics (also dubbed workforce and HR analytics) for years, but it always takes a while for the actual users to catch up. What we have concentrated on at TrenData is to take the difficulty out of trying – and then buying – the solution. TrenData is not like your typical ERP or HRIS-type implementation. Instead, it can go in quickly and inexpensively and thus doesn’t have to go into a prioritization queue that dictates whether it will be a year or two before resources can be made available.

CEOCFO: Would you tell us about being recognized by HR Tech Outlook as one of the top ten HR analytics providers? 

Mr. McKeown: We were very happy to have received the award. It was unsolicited, as they found us. As you can see from their past issues, they are very particular about who they recognize. Their readers look to them for guidance in choosing solutions and we anticipate getting a lot of traction from the recognition.

CEOCFO: Why choose TrenData?

Mr. McKeown: TrenData takes the complex subject of analytics, produces a solution with robust capabilities, while still making it extremely cost effective and user-friendly. You don’t need to be an analyst, technologist, or consultant to use and get value from the TrenData solution. We believe we have democratized people analytics for any client that needs it.




Real Insights from HR Data

With over two decades of experience in the human resources landscape, the founders of TrenData were highly aware of the challenges of implementing HR initiatives across organizations. Chief among these, were the struggle to access and use data spread across multiple HR systems, and implementing intuitive solutions that would stimulate user adoption. So when they decided to develop a platform that boasted the latest in artificial intelligence and natural language technologies, they were also committed to providing a solution that was easy to implement, use, and interpret.

MEET SOME OF OUR CLIENTSTrenData’s people analytics solution acts as the hub of the organization’s employee data. “TrenData is an aggregating platform that collects data from any HR data source, with an open API as well as seamless file upload capability,” says Tom McKeown, co-founder and CEO, TrenData. “Our client executives use the solution to analyze results, reinforce decision-making, and predict future outcomes.” The highly configurable system produces a robust and easy-to-use dashboard, displaying the most important metrics of any HR organization, such as; turnover rate, professional development, performance score, source of hire, average salary versus market benchmarks, and more.

These metrics can then be trended into advanced and predictive analytics to allow organizations to not only see what happened, or why it happened, but what are the right actions that will result in the best outcomes.

In addition to having the most advanced and open integration strategy in the industry, the company also developed the TUFF (TrenData Universal File Format). Using a simple extract from an HRIS, TrenData can populate the fifteen most used HR metrics and analytics in their system and have most users on the system in no time. “We literally had clients output a report from their HRIS into TrenData who were then viewing turnover, source of hire, and performance analytics in less than a day,” says Steve Parta, VP of Global Sales at TrenData. The solution is so easy to use that most of the training is delivered through video tutorials within the system. However, TrenData also provides other support options and services with dedicated professionals.

SEE THE BENEFITSWhether the client’s focus is on retaining employees or tracking the right hiring sources, TrenData delivers the right insights with its advanced analytics capability. The company also assists HR organizations by enabling businesses leverage through predictive analytics from multiple HR software applications. Explaining the value proposition of TrenData, McKeown pointed to a manufacturing client located in Dallas. The company faced challenges in identifying and tracking their actual workforce across 30 to 40 offices in North America. They were unhappy with their turnover rate and had difficulty tracking the numbers

and composition of their workforce. By deploying TrenData, the customer got a clear view and understanding of parameters like the workforce, people hired, and turnover rate. Moreover, the customer was able to more accurately pinpoint the reasons for people leaving the company and make the appropriate adjustments in hiring quality and retention initiatives.

WHAT IT LOOKS LIKEOn the immediate roadmap, TrenData is working to expand in two key areas of its offering: Improving the natural language processing capability by integration of voice recognition, and expanding its AI capabilities to incorporate both external “Big Data” and internal data. “In order for people analytics to be effective, it has to resonate with the companies’ business leaders as well as HR. Whether typing into a laptop or verbally querying a smartphone, executives need to get critical business and workforce information when they need it. Also having smart systems that can factor external economic conditions, historical people data, and plans of action, to create the best predictive results, is critical for any company,” concludes McKeown.




TrenData Delivers Actionable People Insights To Help Companies Optimize The Performance Of Their Workforce

TrenData is a pioneer in predictive analytics software which helps companies model certain scenarios and gain insights in which path the company will go. These scenarios are derived from companies’ data and thoroughly analyzed to deliver the metrics needed to optimize a company’s workforce. Below is our recent interview with Tom McKeown, CEO and Co-Founder of TrenData:


Q: TrenData delivers actionable people insights necessary to increase revenue and reduce costs; what’s the ideal company that would benefit from your services?

A: Our solution is very scalable and can accommodate organizations of any size and scope. The metrics and analytics we provide allows them to optimize the performance of their workforce. This information would be vital to any organization wishing to succeed, but a solution like ours becomes a necessity when you can no longer track this information manually. So I’d say once you are above 300 employees you need TrenData.

TrenData_HR_Analytics_People_SolutionRecommended: Prodoscore Leverages Google Machine Learning To Help Increase Team Productivity

Q: What is unique about your platform and how does it stand out from competition?

A: Among many of our unique capabilities is the ability to do predictive analytics. Not only can we tell you where you are today, but what is the future of your workforce if you continue on the same path. Also, if that path is not where you wish to go, then we allow predictive modeling to change that path. Imagine a company that is losing a certain percentage of their high performing employees to competitors. TrenData allows that company to model certain scenarios, such as increasing salaries, allowing flexible work conditions, or providing career training to see which one or combination best addresses the problem.

Q: What have been some major milestones over the last 12 months?

A: Among the major milestones over the past year was the acquisition of Natural Language Processing technology that we have integrated into our solution. This allows clients to not rely solely on metrics that we have created for them, but they can type in a google like search for the information and have the solution produce the answer on the fly. We plan on expanding this capability for voice recognition in 2018. Also, I was very happy to have brought on a very seasoned Vice President of Sales, Steve Parta. As you know, it’s fine to have a great product but you still need someone to sell it.

TrenData_HR_Analytics_People_Data_SolutionRecommended: Accelo Raises $9M Series A Funding To Help Small Businesses Be More Profitable By Automating Service Operations

Q: What do you find most interesting and rewarding in terms of running TrenData?

A: I would cite two areas as the most interesting and rewarding for me. The first is to see the light go on in a customers eyes when they first see their data in our system and begin imagining all the problems they can solve with it. The second is mentoring and grooming all the talent we have here and watching them take on the challenges in a leading tech company. We have a great team.

Q: What are your plans?

A: My plans are to continue developing this great company and solving more problems for clients in the most effective and easiest way possible. Towards that end we are signing great partners and hiring great people, so the possibilities are endless.




Deltek adds several new partners to its marketplace storefront, allowing Deltek customers and prospects to easily research complementary third-party solutions and buy direct from Deltek partners

Nashville, TN – October 24, 2017 –  Deltek, the leading global provider of enterprise software and solutions for project-based businesses, has added several new partners in its recently launched Product Partner Marketplace. Deltek and its Product Partner program enable Deltek customers and prospects to explore third-party solutions and to connect with a growing ecosystem of partners who add value to Deltek solutions.

Deltek’s newest Marketplace Partners include Tax Credit Co., TrenData, Valiant Solutions and WeatherBuild, Inc. Partners showcase and promote their business applications directly to Deltek customers and prospects. In addition to the many other business needs already being provided via the marketplace, the newest partners will provide Work Opportunity Tax Credit (WOTC) processing, hyper-local weather analysis, security workforce solutions and people analytics software.

“We share Deltek’s commitment to providing the highest quality products and business services. And Deltek is one of our most valuable partners,” said …




TrenData Raises The Bar With Analytics Solution Powered By Artificial Intelligence And Natural Language Interface

Full Interview with SuperbCrew:

TrenData offers a cloud based, predictive analytics platform focused on optimizing workforce performance. Powered by a robust AI (Artificial Intelligence) engine and using a natural language interface, the company’s solution supplies corporate leadership with the insights they need to make better people and business decisions. It ties directly into HRIS, Talent Management, and other Big Data applications to provide not only the most relevant metrics and analytics, but also powerful modeling capabilities to show how actions today, can affect and change outcomes tomorrow.

Below is our interview with Tom McKeown, CEO and Co-founder of TrenData:


Q: Could you explain the function and advantages of your cloud based, predictive analytics platform?

A: The TrenData solution bridges the gap between powerful functionality and ease of use. The user logs into a robust and intuitive dashboard of easy to understand people metrics. Items such as turnover, source of hire, average performance. Beneath each metric there are three options. The first drills down on that metric by department, location or some other subgroup. The second option trends the metric to analytics over a prescribed time period. The third continues the trend into the future to show where things would go if all remained unchanged. But also in this third option we provide modeling capabilities that show by changing one or more metrics such as pay or training, how you might affect the trend of another such as turnover. The simplicity is that you are never more than two clicks from the data you need.


Q: What advantage does TrenData have over its competitors?

A: As mentioned in the preceding answer, our advantages are power and ease. The AI engine and our data scientists can generate algorithms from a company’s historical data to provide a comprehensive predictive approach that is unmatched in the industry.

Also, in addition to the two-click user interface, our solution is by far the easiest to implement. The platform is based on an open API approach for easy integration with other systems, but we have also introduced our TUFF (TrenData Universal File Format). The TUFF allows clients to take a quick extract from their HRIS or Payroll system and upload it into the TrenData solution in minutes. Gone are the multiple month implementations. Because of this capability we offer prospects a free 90 day trial where they can use their own data. So far most who have tried are up and going in a matter of days.

Q: Can you give me an example of your predictive modeling?

A: Sure. Imagine a scenario where you would like to understand why turnover in your organization is higher than you might think it should be. TrenData would first give you the ability to see that turnover rate over the past year, or several years, and then project it into the future if things keep going at the same rate. You could then model both the cost and impact of increasing compensation or changing the work rules, to say letting more people work from home. The system would check your history and see if these factors would cause turnover reduction. You could also parse the metric and see whether the turnover is among high or average performing workers. If a large enough percentage of the people you are shedding are high performers, then the investment might be worth it. If they aren’t high performers and rather people that aren’t up to par, you might want to keep that investment for some other purpose.


Q: Who is your ideal customer and why?

A: Our ideal clients are organizations that want to clearly understand the direction their business and workforce are heading, and to possess the intelligence to know what actions can improve the results. The ability to get quick results and not pay a fortune in implementation, consulting, and training are the things companies are begging for.

Q: What can we expect from TrenData in next six months?

A: The current product is already generating a lot of client activity for us, so over the next few months, I expect we will be spending more time at shows and talking to analysts.

Our solution will always be evolving, as the client needs and technology progress. Version 3 is scheduled for a January release. It will include more robust AI capabilities and really expanding the natural language interface features. We will also be extending the graphics capabilities and enhancing the user interface.

Q: Tell me more about your natural language interface, how does that work?

A: As you know, systems are getting much smarter. The Google like ability to simply type, in your own words, what you’re looking for will be standard in every competitive application in the next few years. The TrenData innovation is that the system will not only find the metric or analytic you are looking for, but build them if they don’t exist. Again, imagine you have a question about average salary in your organization, but you want something very specific such as average salary for accountants that can read Spanish. That metric might not already be built in the system, but the intelligence would be there to construct it from the simple query. Then I perceive not much further out we’ll be able to do the same thing with voice recognition.


Media Contact:
Jonathan Webster