People reporting you can trust
Dashboards built on one agreed definition per metric, so "turnover" means the same thing in every meeting.
- Headcount, attrition and org health
- Time to fill and quality of hire
- Compensation, probation and onboarding
HR analytics · Hiring automation · AI for talent teams
People data you can put in front of the board.
I help HR, talent and finance teams connect their systems, fix the numbers that don't add up, and automate the manual work that slows hiring down. That includes AI tools like interview briefings that pull from the systems you already use.
For People, TA and finance teams at companies with 200 to 5,000 employees.
Engineering headcount, Q3
Example- HRIS export 212
- Finance plan 205
- ATS, marked hired 219
One number everyone usesRebuilt nightly from point-in-time history, with tests that flag drift.
212276changes shipped and reviewed in five months
206hiring-plan changes synced to the ATS in one validated upload
20+people and finance dashboards rebuilt or built new
30+data-quality bugs found and fixed at the source
Services
What I can take off your plate
Most HR teams already have the data. It's spread across an HRIS, an ATS, payroll and a finance model that each tell a slightly different story.
Hiring workflow automation
Request, approval and notification flows that keep your ATS, HRIS and finance plan in step.
- New role, backfill and change requests
- Bulk updates for planning cycles
- Reminders routed to the right manager
AI for talent teams
Practical tools that run on your own data and save interviewers and recruiters real time.
- Interview briefings sent before every call
- Draft scorecards after the interview
- Claude skills for your team's recurring work
Data foundation and ongoing support
The pipelines, models and tests underneath it all, plus an analyst on call when a number looks off.
- Warehouse, dbt models and orchestration
- Tests, freshness checks and alerts
- Monthly cost and usage breakdowns
Selected work
One engagement, five months
An embedded engagement with the People Analytics team at a multi-country tech scale-up.
ClientTech scale-up, several countries
TeamPeople Analytics, TA, FP&A
RoleAnalytics engineer, embedded
ReportingWritten summary every month
The problem
The hiring plan lived in the ATS, the HRIS and the finance forecast, and the three drifted apart. Finance worried about roles being counted twice and about level or title changes made without approval.
What I built
- An internal app where hiring managers request new roles, backfills and changes, and approvers sign off
- A bulk-upload engine that validates large planning changes before they reach the ATS
- A change log showing the budget impact of every change, converted to the right currency and split by approval gate
- Automatic emails for backfill and out-of-plan requests, routed by role and org
~15 users in production206 reforecast changes in one upload129 open roles enriched with job family
The problem
Interviewers often joined calls without reading the application, and scorecards came in late or thin. That hurts candidate experience and makes quality of hire hard to measure.
What I built
- A briefing for each interviewer that combines the candidate's application, the role's scorecard and earlier feedback, sent in Slack before the call
- Automatic re-sends when an interview is rescheduled
- A draft scorecard after each interview, with a direct link to the ATS scorecard
- Coverage trackers showing which interviews got a briefing and a completed scorecard
- Two Claude skills the team uses for recurring work
Runs daily on the client's own warehouseAI compute reported separately each month
The problem
Report logic lived inside legacy BI views that nobody fully trusted, and the old BI environment was being shut down at the end of the quarter.
What I built
- Moved all BI view logic into tested dbt models
- Rebuilt 10 finance reports, including headcount and cost by business group and location, attrition and hiring forecast
- Rebuilt 5 people operations reports, including position data errors and time off
- New dashboards for performance, candidate experience, onboarding, org health, office attendance, absences and rewards
- New metrics: quarterly and rolling attrition, probation outcomes, Day 30 and Day 90 onboarding check-ins
20+ dashboards and reports10 stale models retiredMonth, quarter and year comparisons
The problem
Slow full refreshes of recruiting data, few tests, and warehouse costs that rose without a clear explanation.
What I built
- Moved recruiting data ingestion to Airflow with incremental loads, which is faster and cheaper
- Daily refresh jobs with alerts in a monitoring Slack channel
- Upgraded the dbt project and added tests and freshness checks across marts
- A cost breakdown by project, so leadership saw why spend rose 63% in a month before anyone had to ask
Along the way
Numbers that were wrong, and what fixed them
| Area | What was happening | Before | After |
|---|---|---|---|
| Interview counts | Counting logic multiplied interviews in the TA dashboards | 1,331 shown | 176 actual |
| Office history | Office came from each person's current record instead of their history, so past months were mislabeled after transfers | 269 employee-months wrong | Point-in-time history |
| Position IDs | A precedence bug tied applications to the wrong position | 151 applications | Fixed at the source |
| Job levels | An opening's level silently overrode the real offer level, showing a manager as an individual contributor | Wrong level | Offer and HRIS level win |
| Performance ratings | Ratings stopped updating after post-review calibration | Stale ratings | Calibrations synced |
| Hiring plan | Re-hire rows duplicated roles that were already filled, caught before a weekly business review | Double-counted roles | One row per role |
How I work
From first call to handover
Small, reviewed changes on the tools you already pay for.
Day 1
A free 30-minute call
We talk through the question behind the project and who needs the answer.
Days 1 to 3
Readiness audit
I map your systems, check access and spot-check the numbers. You get a written report and a fixed quote.
Week 1 onward
Build in small pieces
Reviewed, tested changes on your warehouse and BI tool, with a written update every week.
Final week
Handover
Documentation, a walkthrough for your team and 30 days of fixes. Keep me on monthly if you like.
SnowflakedbtAirflowLookerStreamlitSnowflake CortexClaude CodeAshbyGreenhousePersonioCulture AmpSlackGitHub
Pricing
Fixed prices for defined outcomes
Every package has a published price. Estimate your project below, and the proposal confirms scope and price before any work starts.
Start here · Goal: know you're ready
3-day Readiness Audit
A short, fixed-price check that you have what a project needs before you commit to one. Includes:
- Map of your HR systems and data sources
- Access, permissions and owners checklist
- Spot check of headcount, hires and exits across systems
- Gaps in how your key metrics are defined
- A written readiness report with the recommended next step
$2,4003 days · credited toward any project booked within 30 days
Goal: a clear plan and a fixed quote
Discovery and business case
Know what to build, what it's worth and what it costs before you commit. Includes:
- Interviews with HR, TA, finance and IT stakeholders
- Review of current reports, spreadsheets and workarounds
- Business case: opportunity, solution, benefits and effort
- Phased roadmap with priorities and dependencies
- Fixed quote and statement of work for the build
$5,000About 2 weeks
Goal: numbers that match finance
People data foundation and reporting
One source of truth for your people data, and the dashboards leaders use. Includes:
- Connecting your HRIS, ATS, payroll and finance plan to one warehouse
- Building new pipelines or fixing broken ones
- Auditing headcount, hires and exits against finance
- Quality tests, freshness checks and alerts
- Dashboards for headcount, attrition, time to fill and quality of hire
$36,000About 9 weeks
Goal: faster time to fill
Hiring workflow automation
Hiring requests and plan changes that move without chasing. Includes:
- Request forms for new roles, backfills and changes
- Approval routing by budget owner, org and approval gate
- Validated bulk uploads for planning cycles
- Approved changes synced to your ATS and finance plan
- Automatic reminders and a change log with budget impact
$32,000About 8 weeks
Goal: better-prepared interviewers
AI interview briefings
Every interviewer walks in knowing the candidate. Includes:
- A briefing per interviewer from the application, scorecard and past feedback
- Delivery in Slack or email before each interview
- A draft scorecard after the interview, linked to your ATS
- Coverage tracking for briefings and scorecards
- Runs in your own warehouse, with access controls
$16,000About 4 weeks
Goal: an analyst without the hire
Ongoing partnership
A people analytics engineer on your team, without the recruiting process. Includes:
- Roughly 2.5 days a week of dedicated time
- New dashboards, metrics and ad hoc analysis
- Fixes and pipeline upkeep as your tools change
- A written summary each month
- Month to month, with 30 days' notice
$10,000/moMonth to month
Estimates only. After the audit or discovery, the proposal sets a fixed price and scope. Packages that share groundwork are discounted by the work saved.
About
Who you'll work with
RK
Raj Kothari
Founder, ForClarity Analytics
I'm an analytics engineer who works with HR, talent and finance teams. I build the data models, dashboards and workflows that keep people data consistent across systems, and I use AI tools like Claude Code every day, both to build faster and inside the tools I hand over. You work with me directly from the first call to the last handover.
FAQ
Questions people ask before the first call
Which tools do you work with?
Warehouses like Snowflake and BigQuery, dbt and Airflow for pipelines, and Looker or your existing BI tool for reporting. On the HR side: ATS platforms such as Ashby, Greenhouse and Lever, HRIS platforms such as Personio, HiBob, BambooHR and Workday, plus survey and onboarding tools like Culture Amp and Enboarder.
We don't have a data warehouse yet. Can you still help?
Yes. The readiness audit tells you what you need, and setting up a warehouse can be part of the data foundation package. Many HR teams start from exports and spreadsheets.
How do you handle sensitive employee data?
Work happens inside your systems and accounts, with the minimum access needed. Compensation and other sensitive fields are restricted to the roles that should see them. I'm happy to sign your NDA and data processing agreement.
How soon will we see something working?
The readiness audit report arrives in three days. On a build, you see a first working version within the first few weeks, then weekly updates until handover.
Can you work alongside our own data team?
Yes. Code goes into your repository through pull requests your team reviews, so nothing depends on me after handover.
What happens after handover?
You get documentation, a walkthrough for your team and 30 days of fixes. If you want ongoing help, the monthly partnership covers new reports, fixes and upkeep.
Tired of rebuilding the same headcount report?
Pick a time for a free 30-minute call, or email me what your team is stuck on and I'll reply with how I'd approach it.