Stop Reacting to Talent Risk. Start Building a Workforce Advantage That Compounds.
CRED is the intelligence layer that gives People leaders a 90-day forward view on retention risk, talent acquisition, and workforce capability, so your organization builds its people and talent advantage before competitors even see the gap.
TOP AT-RISK EMPLOYEES
J. Martinez
Senior Engineer
87/100
A. Chen
Product Lead
74/100
R. Thompson
Account Exec
61/100
Your best people don't announce they're leaving. The signals do.
Enterprise People teams aren't failing because of effort - they're failing because they're operating without the intelligence to see talent risk coming. High performers resign without warning. Offers get declined because comp was off market. Critical roles sit open for weeks while productivity drains quietly from the business.
$4,129
Average cost-per-hire — not including lost productivity or knowledge
SHRM
$500/day
Cost of an unfilled critical role
Deloitte, 2024
ILLUSTRATIVE SCENARIO
CRED SEES THIS
CRED SEES THIS
WITHOUT CRED
DAY -90
Comp Drift
-18.2% vs. P50 Market Median (High Urgency)
DAY -60
Communication Decay
Response latency increased 4h → 14h
DAY -45
Equity Cliff
85% Vested. Full vesting in 45 days
WITHOUT CRED
TODAY
Resignation
Now it's too late
CRED gives your entire People organization a 90-day forward view on workforce risk - so the decisions that matter most are made before the crisis forces your hand.
Retention Risk Insurance: 90-Day Advance Warning
The Resignation You Didn't See Coming Was In the Data 90 Days Ago.
CRED analyzes behavioral signals, engagement patterns, compensation drift, and external market activity to identify flight-risk employees before they've made the decision to leave. Your People team gets the lead time to intervene, retain, and re-engage when the outcome is still in your hands.
Jordan Martinez
Senior Software Engineer · Backend Platform
74
RISK SCORE
ILLUSTRATIVE SCENARIO
ACTIVE RISK SIGNALS - hover or click to inspect and pin
Compensation Benchmarking
Compensation data without retention context is just a number. CRED gives you both - at the same time.
Real-time compensation benchmarking is a crowded space. What no standalone comp tool can tell you is that the employee who is -18.2% vs. P50 Market Median also has declining engagement scores and reduced meeting participation. That intersection - comp drift plus behavioral signal - is where flight risk actually lives. CRED surfaces both in the same view, so your People team can act on the complete picture before it becomes an exit conversation.
RETENTION RISK: HIGH - Compensation + Engagement signals converging
MARKET COMPENSATION BAND
ENGAGEMENT TREND (60 DAYS)
Score: 54/100 ↓ Declining
CAPABILITY HEATMAP
⬤ LIVEData Eng.
ML/AI
Cloud Arch.
Cybersec.
DevOps
Product Mgmt
Engineering
Product
Sales Ops
Marketing
Finance
Built from work signals - not self-reported data
Skills Gap Analysis
Most organizations discover skills gaps when a critical project stalls or a key hire falls through. By then it's already costing you.
Most skills gap tools fail for the same reason: they rely on employees manually updating their profiles, which they never do. CRED maps your capabilities automatically by analyzing real-world work output - GitHub, Jira, Salesforce, email patterns - so your skills map is always live, not a month-old survey result. Identify where gaps exist now so your People team can build, buy, or borrow talent before it becomes an emergency.
"Quality of hire is tracked by 62% of TA leaders, but only 31% of laggards. The difference shows up directly in workforce performance, retention, and hiring costs."
HR.com, Future of Talent Acquisition 2025Candidate Sourcing Intelligence
The best candidates for your open roles aren't on job boards - they're already employed, performing well, and not actively looking.
CRED matches external talent against the behavioral and performance profile of your highest performers, surfacing candidates with the right skills, trajectory, and fit before your competitors even know they're available. Your talent pipeline stops being reactive and starts being predictive.
CANDIDATE MATCH ANALYSIS
⬤ Passive Signal: LinkedIn Activity SpikeCandidate Profile
91%
Match Score
Top Performer
Skills
Trajectory
Culture Fit
INTERVIEW SCORECARD
D. Kim (Eng)
M. Patel (Mgr)
L. Torres (HR)
HIGHEST PREDICTIVE SIGNALS → 12-Month Retention
Interview Intelligence
Stop Hiring on Instinct. Start Hiring on Evidence.
Most interview processes generate opinions, not data. CRED brings structure and signal to your interview pipeline - tracking evaluation consistency across interviewers, surfacing bias patterns, and identifying which interview signals actually correlate with long-term performance at your organization. Every interview makes your hiring model smarter.
Candidate Pipeline Management
89% of top candidates are lost before an offer is made - not because of the offer, but because of the delay.
The best candidates don't wait. CRED gives your TA team real-time visibility into where every candidate sits in the pipeline, which roles are at risk of stalling, and which candidates are showing signs of disengagement before they drop out.
Source: MRI Network
LIVE PIPELINE BOARD
Sarah K.
Senior PM · Final Interview
Marcus L.
Staff Engineer · Offer Pending
Engagement signal drop - last response 6 days ago. Passive Signal: LinkedIn Activity Spike Detected.
Priya N.
Data Scientist · Technical Screen
Alex Rivera
Staff Engineer
TOP PERFORMER CONFIRMED
P92
12-month performance
ICP UPDATED
Staff Engineer · Backend Platform
Skills weighting
+ML/AI priority
Source channel
GitHub → OSS first
Interview signal
+System design
"Every great hire makes the next search more precise."
Quality-of-Hire Tracking
Every mis-hire is a data problem disguised as a judgment call.
CRED tracks new hire performance, ramp time, and retention signals from day one - closing the loop between talent acquisition decisions and actual business outcomes. When a new hire reaches the 12-month mark and is performing in the top quartile, CRED automatically updates the Ideal Candidate Profile for that role - so the next search starts smarter than the last one ended. Over time your TA team builds a self-improving model that knows exactly what a great hire looks like for every role, every team, and every manager in your organization.
The Compounding Advantage
Every retention signal CRED learns from sharpens the next prediction. Every hiring outcome trains the sourcing model. Every interview evaluation feeds the quality-of-hire model. Over time your People organization builds a talent intelligence engine that gets measurably better every quarter.
Q1–Q2
Baseline Intelligence
Data flows in. CRED begins mapping your workforce signals against market benchmarks.
Q3–Q4
Predictive Patterns Emerge
The model learns your organization's specific risk factors and high-performer DNA.
YEAR 2+
Defensible Talent Moat
Your People org builds an unfair advantage that competitors cannot replicate.
A Note on Data Privacy & Governance
CRED is built for the enterprise. All workforce intelligence is processed within your private instance. Your employee data is never shared, pooled, or used to train models outside your organization. CRED is fully SOC 2 and GDPR compliant, with role-based access controls and audit trails built in from day one. Your legal and privacy team will have everything they need before the first conversation with the board.
Your people are your most expensive asset and your greatest competitive advantage.
CRED makes sure you're ahead of both the risks and the opportunities.
1.5x salary
Average cost to replace a mid-level employee
90 days
Average CRED retention alert lead time