AI People Report | Sistava HR Team
Monthly report leadership trusts, with the metrics that matter.
The HR Team is a team of AI Employees on Sistava.
People numbers live in four spreadsheets and one head. We pull them into one report on a rhythm you set: headcount by team and level, who left and why, how long roles take to fill, where pay sits against the bands, what changed since last time.
Decisions get made on shared numbers. Trends show up while they are still cheap to fix rather than at the point where three people have already resigned.
Set it once as a recurring job and it runs itself from then on, monthly or on whatever cycle you actually review. That is the difference between a report that exists and a report that exists every month, because the reason people reporting stops is never that it was hard, it is that nobody owned the calendar reminder.
It reads from what you connect. Headcount and tenure from BambooHR, Workday, or a Google Sheet, hiring funnel data from your ATS, and anything you keep in Airtable or Notion. It is honest about coverage: where a number cannot be sourced it says the number is missing rather than estimating one, because an invented people metric is worse than a blank cell.
The most useful column is usually the last one, which is the change since last period and a short read on whether it means anything. A single month of attrition is noise; three months in the same direction is a decision. It is built to point at the second and to say plainly when it is looking at the first.
What you get
- Headcount by team, level, and location, refreshed on a schedule you set
- Leavers tracked with reason and tenure so the pattern is visible
- Time to fill and offer acceptance pulled from your hiring funnel
- Pay distribution compared against your own bands
- Change since last period called out, with a read on whether it matters
- Missing data reported as missing rather than filled with an estimate
How it works
- Agree what you actually review: The handful of numbers you will act on, not every metric a template offers.
- Connect the sources: HR system, spreadsheet, ATS, or wherever the truth currently lives.
- Compose the report: The numbers, the movement, and a short honest read on what changed.
- Put it on a rhythm: Set once as a recurring job and it produces itself from then on.
- Take the questions: Follow-up questions get answered against the same data instead of starting a new spreadsheet.
FAQ
Which systems does it read?
The ones you connect. BambooHR and Workday are common, and a maintained Google Sheet or Airtable base works just as well. It does not need a particular HR system to be useful.
Can it forecast hiring needs?
It can extrapolate from your own history and your stated growth plan and show the assumptions it used. Treat that as a starting point for a conversation, not a projection you should budget against unaided.
What about sensitive personal data?
It reports at the level you ask for and rolls small groups up rather than publishing numbers that identify one person. Anything sensitive should stay out of the sources you connect in the first place.
How is this different from the dashboard in my HR system?
It pulls from more than one system, writes the read rather than only the chart, and arrives whether or not anyone logged in. Most people problems are visible in the data long before anyone opens the dashboard.
What if my data is a mess?
The first report is usually more useful as a data audit than as a report, and that is fine. It tells you which fields are missing and inconsistent, which is the actual first job.