People

The Pearl for hiring, onboarding, retention.

Nebbos People reads every signal a growing team emits — pipeline, onboarding, engagement, tenure patterns — and hands your HR team back their time.

The problem

HR teams are the connective tissue of the enterprise — and the most under-instrumented function in it.

Your HR team is expected to know who’s at risk of leaving, why the last three hires took three months instead of six weeks, which onboarding tracks correlate with 90-day retention, and which manager’s team has the highest engagement drop this quarter. They are usually asked all of this in the same meeting. The signal exists — in your ATS, your HRIS, your engagement platform, your calendar tool, your Slack — but nobody has time to correlate across them. The Pearl scoped to people reads across every people system continuously and turns that dispersed signal into three concrete attention items your Head of People actually acts on this week.

One Pearl that runs alongside your HR team.

Nebbos People is a per-domain Pearl deployed to your people Shell. It reads from your ATS (Greenhouse, Lever, Ashby), your HRIS (Workday, BambooHR, Rippling), your engagement platform (Culture Amp, Lattice, 15Five), your calendar tool, and Slack — and reasons across all of them. It surfaces the hiring pipeline stages that are drifting, the onboarding steps that correlate with early exits, the manager teams with the fastest-declining engagement, and the tenure patterns that precede resignation. Every action (a follow-up nudge to a candidate, an escalation to a manager, a re-engagement task) passes through your approval graph.

Deploys behind your existing HR stack.

Nebbos People sits behind your ATS, HRIS, and engagement platform via named connectors. Nothing changes about how your team works with candidates, new hires, or existing employees. The Pearl surfaces attention through the channel your HR team already uses (Slack, email, or a lightweight per-domain dashboard). Approval routes to your Head of People, your recruiter, or the manager involved.

Signals it watches

What the Pearl reads from your existing systems.

Hiring pipeline stage drift
Which stages take longer than baseline, for which roles, from which sources.
Onboarding checklist correlation with 90-day retention
Which onboarding tasks completed correlate with new hires still being with you at day 90.
Engagement score decline by manager
Which manager’s teams are trending down faster than the company baseline.
Tenure patterns preceding resignation
The Pearl watches historical exits and surfaces employees currently matching those patterns.
Calendar patterns for burnout risk
Excessive meeting density, no-focus-time weeks, off-hours coordination — patterns that historically precede engagement drops.
Comp-review timing vs cohort norms
Employees who are due for a comp review but haven’t had one, indexed against tenure cohort.
Manager 1:1 cadence drift
Which managers have skipped 1:1s with which reports and for how many cycles.

What triggers a Pearl action

The pattern that becomes an action.

Candidate stalled at same stage as prior lost candidates
The Pearl surfaces the candidate + the pattern + a proposed unblock.
Onboarding milestone missed with prior-cohort risk correlation
The Pearl surfaces the missed milestone to the hiring manager with the retention risk data.
Engagement decline crossing manager-team threshold
The Pearl surfaces to Head of People + the manager, with the timing context.
Resignation-pattern match on a current employee
The Pearl surfaces the employee to their manager + Head of People with the specific signals matched.
Approval-graph deadlock on offer or comp change
Escalation through delegation chain.
Employment-law-relevant deadline approaching
The Pearl surfaces filings, benefits enrollment windows, or performance-cycle deadlines.

Which architecture layers matter most

The Nebbos layers this Pearl leans on hardest.

Layer 03 · Departments
The domain + manager hierarchy the Pearl reads employees against.
Layer 04 · Ingest
The stream from ATS, HRIS, engagement platform, calendar, Slack.
Layer 07 · Memory
Every hire, exit, comp-review, engagement signal lands here and becomes pattern context.
Layer 09 · Detectors
Turns raw signal into the specific attention items HR partners see.
Layer 11 · Approval
Every consequential action (offer, comp change, PIP) passes through here.

Common objections

What leaders ask first.

Is this a surveillance tool?
No. Nebbos People reads the systems your HR team already reads — ATS, HRIS, engagement platform. It surfaces patterns to HR, not to managers on their direct reports. The audit trail (Layer 15) is a compliance feature, not a monitoring one.
What about employment-law compliance?
The Pearl operates through your existing HR processes. Nothing bypasses your comp committee, your PIP process, or your termination-review protocols. Approval graph (Layer 11) enforces this.
How does data privacy work?
Row-level client isolation (Layer 01) means employee data never leaves your client. Retention policies are configurable per your employment-law jurisdiction.
Does this replace our HR team?
No. It removes the correlation-across-systems work that no HR partner has time for. Your HR partners still make every consequential decision.
Can we take our tuning with us?
Yes — portability is contractual.
What if the Pearl misidentifies someone as retention risk?
It surfaces to HR, not to the manager. HR reviews the pattern, decides whether to engage. False positives don’t become adverse actions.

Three weeks from signature to live.

Week 1 · Onboarding + connector wiring
MSA signed, engineering wires ATS + HRIS + engagement connectors.
Week 2 · Pearl deployment + org scoping
Nebbos General People deploys. Head of People reviews first-pass detection thresholds. First surfaces begin.
Week 3 · First actions in-loop
The Pearl runs alongside your team for a week. Every accept/reject/edit trains the Pearl.

Put Nebbos People on your growing team.

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