HR decisions backed by data,
not instinct.
When HR metrics live in four different systems, monthly reporting takes two days and always contains errors. Treegarden connects ATS and HR data in a single analytics layer — so headcount, turnover, absence and recruitment metrics are always current, always accurate and always one click away.
The people data problem most HR teams live with every day
These are not edge cases. They are the normal state of HR reporting when data is spread across disconnected systems.
Metrics scattered across four systems
Headcount is in HR. Turnover is in payroll. Absence is in a spreadsheet. Recruitment funnel is in the ATS. Every monthly report requires four exports, four data cleans and twenty minutes of reconciliation. And it's still wrong half the time.
Monthly reporting takes two days
The HR director asks for the quarterly people report. You spend Monday pulling data. Tuesday cleaning it. Wednesday formatting it. The presentation is on Thursday. By then, some of the numbers are already out of date.
Headcount questions answered by checking email
The CEO asks how many people are in the engineering team. You are not entirely sure. You check the HR system, then check if there are any recent offers outstanding, then check with the hiring manager about the person who started two weeks ago.
No early warning on people risks
Turnover hits 18% in Q3. But you didn't see it coming — because the leading indicators (voluntary resignation rate, absence trend, engagement dip) were hidden in different systems that nobody was watching together.
One analytics layer. Every people metric. Always live.
Six analytics capabilities that replace disconnected exports with a single, real-time view of your workforce.
Real-time HR dashboard
Headcount by department, turnover by quarter, average time-to-hire, absence rate by team — all live, all accurate, updated in real time as decisions are made in the ATS and HR modules.
Workforce analytics
Track headcount growth, departure reasons, tenure distribution, demographic composition and role-level staffing ratios. Filter by department, location, employment type and date range.
Absence and leave analytics
Absence rate by team, short-term absence frequency, medical leave patterns, seasonal trends and return-to-work completion rates. Know which teams and managers have absence problems before they escalate.
Compensation analytics
Salary distribution by role and seniority, compensation versus market benchmarks, pay equity gap heatmap and total compensation cost by department. All connected to live HR data, not a quarterly export.
Recruitment funnel analytics
Time-to-hire, source-of-hire, pipeline stage conversion, offer acceptance rate, recruiter performance and job board ROI — all from the same platform as your HR data, so recruitment and retention can be viewed together.
Custom report builder
Build any report from any combination of HR and ATS fields. Schedule recurring reports to email recipients. Export in Excel or CSV format. No SQL, no data team required.
Every metric your people strategy needs.
Fourteen analytics capabilities included as standard — no separate BI tool, no data engineering, no additional cost.
What HR leaders say
Our monthly people report used to take most of Tuesday to pull together — four system exports, a spreadsheet reconciliation and then formatting everything for the board pack. With Treegarden it takes maybe twenty minutes, and I'm confident the numbers are right because they're all coming from one place. The absence dashboard alone has changed how we manage team-level issues.
Your first HR dashboard, live today.
Treegarden's analytics are built in, not bolted on. There is no BI tool to configure, no data pipeline to build and no data team to involve. Connect your HR and ATS data — which is already in Treegarden — and your dashboards are populated immediately.
Book a demoCommon questions about HR analytics
Everything you need to know before getting started.
Which HR metrics does Treegarden track by default?
Out of the box, Treegarden tracks headcount (total and by department), turnover rate (voluntary and involuntary), average tenure, time-to-hire, source-of-hire, absence rate and frequency patterns, compensation distribution, pay equity gaps and pipeline conversion rates. All metrics update in real time from live HR and ATS data.
Can I build custom reports without technical skills?
Yes. Treegarden's report builder uses a drag-and-drop field selector. You choose the data fields you want, apply filters and groupings, and preview the report immediately. No SQL, no data warehouse and no external BI tool required. Reports can be saved, scheduled and shared with specific recipients.
Can different roles see different analytics?
Yes. Role-based access controls determine which analytics each user can see. HR directors typically have access to all dashboards. Managers see analytics for their team only. Recruiters see recruitment funnel and source data. Senior leadership can have a read-only executive summary view.
How does Treegarden combine ATS and HR analytics?
Because Treegarden's ATS and HR modules share a single data model, analytics queries can span both domains natively. You can report on time-to-hire alongside 90-day retention rate, or correlate source-of-hire with first-year performance rating — without any data integration work.
Can I export analytics data for board presentations?
Yes. All reports and dashboards can be exported to Excel, CSV or PDF. Scheduled exports can be set up to deliver to specified email addresses on a recurring basis — weekly, monthly or quarterly — so board reporting packs can be automated.
Does Treegarden provide benchmarking against industry data?
Treegarden's compensation module includes market benchmarking data. For other HR metrics (turnover rate, absence rate, time-to-hire), Treegarden provides your own historical trend data and year-over-year comparison. External industry benchmark comparison for non-compensation metrics is a roadmap feature.
If you can't measure your people strategy, you can't improve it.
Treegarden gives HR leaders the metrics infrastructure to spot problems early, report accurately and make decisions with confidence — from a single platform that connects hiring, HR and workforce analytics in one data model.