Know who's about to leave. Know who's about to lead.
Hallwise is the people-intelligence layer for growing companies. It predicts who you might lose and who's rising, tells you what to do about each, and runs the everyday HR work in Slack while it learns.
Likely regretted exits
Sample dataRising
Built on the HR stack you already run
You find out who was unhappy in the exit interview.
HR systems record what already happened. Engagement surveys arrive twice a year. Meanwhile the signals that someone is drifting — or quietly outgrowing their role — are scattered across Slack, 1:1s, approvals and pay bands.
Hallwise reads those signals every day and puts them in front of the people who can act.
- Pay drift — quietly below band, review after review
- Stalled growth — no promotion in two years, scope flat
- Withdrawal — skipped 1:1s, no time off since spring
- Rising stars — scope doubling before any rating shows it
Three answers every Head of People wants on Monday morning.
A short, ranked watchlist of people you'd regret losing, each with the reasons — pay below band, no promotion in two years, three skipped 1:1s.
The people on a steep trajectory before it shows up in a rating, with the evidence behind each name.
A recommended action for each — a pay review, a stretch project, a career conversation — with an owner and a date. Then whether it worked.
Analytics tools flag risk and stop. Hallwise acts — and learns what worked.
Because Hallwise also runs the workflows where the intervention happens, it sees which actions actually keep people and grow them — at your company.
Start with one policy your HRIS can't handle.
“Everyone gets 12 work-from-home days a year.” Describe it in plain English — Hallwise builds the tracker, the Slack requests, the approvals and the year-end reset, in minutes, alongside the tools you already have.
9 of 12 days left after this. Within policy.
- 1A tracker your HRIS doesn't haveCounts each person's WFH days and resets every January.
- 2Requests in SlackRouted to the right manager for one-tap approval.
- 3Nudges and limitsA heads-up at 10 days, a hold at 12 with a way to ask HR.
- 4Answers, with the policy cited“How many do I have left?” — answered, clause quoted.
Start from a workflow your team already runs.
Forty-eight ready-made workflows across the whole employee lifecycle — including the ones your HRIS forgot. Change the words to match your policy and switch it on in Slack.
One HR concierge for every employee, right in Slack.
Employees ask “How many WFH days do I have left?” and get an answer with the policy clause cited. Managers approve in one tap. Anything sensitive goes straight to a person on your team — never to a bot. You name your concierge; it's yours.
- Connect Slack. Import your people and managers from Slack or a CSV. No HRIS project.
- Describe your first workflow. Plain English in, a working workflow out.
- Grow it. Add workflows, connect your HRIS, switch on intelligence.
You have 7 of 12 left this year. Policy: Remote Work §2.
Predictions that guide people, never decide for them.
Hallwise never makes hiring, pay, promotion or termination decisions. It doesn't read private messages or use protected characteristics. Every prediction shows its reasons, every action is logged, and your data is always yours to export.
Be one of the first HR teams on Hallwise.
We're opening to a small group of US teams that run on Slack. Join the list and we'll set up your first workflow with you.
Work email please. No spam, one email when we open.