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We help you gain more from your HR data.

employer branding

employee networks

employee engagement

employee retention

employee diversity

There are various ways to approach and optimize your HR strategy. Through quantitative and qualitative research, Starfish provides you with insights into every step of the employee journey (from onboarding to offboarding) and into various HR topics, such as your employer branding or employee retention. Together, we’ll define your HR challenges, examine what insights your organization’s HR data provides, and link concrete actions to our findings to help you move forward. We’re here to support you on both the strategic and analytical fronts!



Curious about what we can do for you? Read more about the projects we’ve completed for previous clients.

  • Define the HR business case

    When it comes to HR analytics, it’s important to focus on the right questions. We don’t believe in collecting data just for the sake of it. Does your organization want answers about high costs in your hiring process? Data can tell us which recruitment channels add value and which are merely a cost. Or for example, do you want to predict long-term absenteeism due to illness? Then we’ll examine which factors contribute to high absenteeism and identify patterns among employees who return to work sooner.


    We do this through desk research and internal workshops with you. We identify the HR challenges that are most important to your organization and where HR analytics can help you make better decisions. We then conduct a feasibility analysis so you know which use cases can be addressed immediately and which require additional steps, such as consolidating data from various sources.

  • HR analytics audit

    A good HR analytics strategy starts with assessing the current situation. With our validated audit, we help your organization grow in the area of HR analytics. We examine pain points that could undermine an HR data initiative in your organization. These include the quality of your HR data (how reliable and accessible is the data?), the architecture of your HR systems (how are they interconnected and do they exchange data?), and the knowledge and skills available within your organization to handle data.


    To determine where the next steps can be taken in the use of HR analytics, we use two methods: a quantitative screening of data sources to assess data quality and a qualitative consultation with an internal HR contact person. Our audit report on the evaluation of your current HR analytics (“as-is” situation) will include broad conclusions and clear areas for improvement regarding the strategy, data, technology, processes, and people in your organization.

  • Employee engagement

    Strategic roadmap

    A detailed action plan is essential for taking your HR analytics to the next level. In a strategic roadmap for HR analytics, we work with your organization to develop a plan for achieving your goals. The roadmap thus serves as a bridge between what you’re currently doing with HR analytics and how you want to use it in the future.


    It includes specific actions, each with its own priority level, an estimated timeline, the required budget, and associated risks. In addition, we ensure maximum alignment with other strategic plans at the HR and organizational levels. This way, you’ll know exactly where you stand and how to implement your HR analytics strategy step by step.

  • Static HR data analysis

    Do you have a specific issue you’d like to address using HR data? Based on a statistical analysis, we’ll provide you with a concrete answer to your question. We offer expertise on every step of the employee journey, from onboarding to offboarding, and are happy to delve into topics that are high on the HR agenda, such as retention, recruitment, diversity, burnout, and hybrid work.


    Depending on your specific question, we use various analytical techniques. Are you looking for a clear overview of the most successful recruitment channels? In that case, we conduct descriptive analyses to identify the channels that deliver candidates the fastest, in the greatest numbers, or who are the best fit.

    Or for example, if you’re wondering which factors contribute to long-term absenteeism, want to measure the impact of a new policy, or want to predict who is at high risk of leaving your organization, we’ll use more diagnostic and advanced techniques to help you make informed decisions.

    Our analyses are always tailored to your organization, and we present the results in a clear, accessible way so that all internal stakeholders know how to apply the data to the workplace.

  • Dynamic HR data analysis

    Having continuous insight into your HR data is essential for responding quickly to changes within the organization. Given this need for up-to-date information, we’re happy to help your organization gain insights from your HR data in an interactive and flexible way.


    We use dashboards and set up automated alerts to ensure your HR analytics provide daily value. This way, you’ll be notified of important trends and always have real-time insight into the HR data relevant to your organization.

  • Internal Communications Monitor

    Effective internal communication is essential for a smoothly running organization. But where does your local government stand today? Thanks to our internal communication monitor, we clearly identify the strengths and areas for improvement in your internal communication, comparing them to those of other local governments.


    This validated audit was developed in collaboration with Eric Goubin and is specifically tailored to the context of local governments. The methodology aligns with the well-known external communication monitor and provides a reliable framework for systematically improving internal communication.

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