Find the answers to your workforce related questions with hard-to-get information from thousands of companies.
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Don’t settle for generic industry benchmarks. We are building one of the largest headcount datasets in the world, so that you can source relevant benchmarks specific to your business.
We gather a lot of data from many sources, then we perform cross-referencing to ensure completeness. Only data that aligns to a trusted source is included (e.g. statutory report).
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This metric is typically used to assess the efficiency of employees in functions where revenue is the key headcount driver, such as Sales, Marketing and Customer Support. A lower revenue per function employee may suggest that there is an opportunity to improve headcount efficiency.
This is the ratio of total leavers (both voluntary and involuntary) to the average number of employees for the year. Turnover is an indicator of the health and effectiveness in a workplace.
This metric is used by many to assess the efficiency of functional headcount. A higher percentage indicates an overweight function, while a lower percentage suggests a lean function. It’s a quick and easy way to identify where efficiency opportunities may exist.
This refers to the total number of new joiners, who either replace leavers or fill new roles. Keeping turnover in mind, this ratio can be a good indicator of headcount growth within a company.
This metric is used by many to assess the efficiency of functional headcount. A higher percentage indicates an overweight function, while a lower percentage suggests a lean function. It’s a quick and easy way to identify where headcount efficiency opportunities may exist.
The mix of employees located in high and low cost countries can be an indicator of employee cost efficiency. Imagine that all of your workers are in high cost countries, but your competitors have some of their workforce offshore. Who’s likely to have the benefit of a lower cost per employee?
Tenure is presented in years and viewed as a good indicator of retention, stability and satisfaction within a workplace. Higher average tenure is a good sign, generally speaking.
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Cut the underlying data however you like. Select from over 50 industries, choose the region, and then enter custom ranges for revenue, employees and more to refine your benchmarks.
Navigate the platform with your client or colleague to agree the benchmark filters and metrics. Then add the company details and watch the graphs update for real-time insights.
Download the source data in CSV format. From here users have complete flexibility in what they want to do with the benchmarks - Usually extra stuff in Excel or PowerPoint.
“ It was very helpful… Definitely provided another data point which we wouldn’t have had without it. ”
“ The benchmarks confirmed my initial suspicions of having too many people in certain functions. In the end the data not only validated our workforce strategy, but also made it more compelling to our stakeholders. ”
“ At first we only purchased data to assess one function, then we ended up using CompanySights for all functions. ”
“ The impact of CompanySights data cannot be overstated… It wasn't just about confirming my hunch; it was about backing our decisions with evidence, and CompanySights did just that. ”
“ The data received a lot of attention, which was great… It supported my hypothesis that the business was overstaffed in some functions. ”
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