PrismPath monitors the signals — survey responses, HR data, communication patterns — and acts before your people decide to leave.
How it works
Connects to your HRIS, engagement surveys, and communication tools. Watches for patterns that precede attrition — isolation, disengagement, exclusion from key projects.
Flags employees who show early warning signs before managers or HR notice anything is wrong. The data speaks before the resignation letter arrives.
Notifies managers with specific context and suggested actions. Matches employees with mentors. Surfaces team-level inclusion gaps. Works in the background every day.
What it does
AI flags at-risk employees before they decide to quit. Managers get a heads-up with specific context and recommended actions — not a spreadsheet.
When an employee shows signs of disconnection, PrismPath identifies the right mentor and facilitates an introduction — automatically.
Tracks which teams have healthy cross-pollination of ideas and which are becoming insular. Weekly reports to team leads with actionable breakdowns.
Connects to Workday, BambooHR, Rippling, and Greenhouse. Reads the signals that already exist in your data — no new surveys required.
Who it's for
You made a public commitment to build an inclusive workplace. PrismPath is the operational layer that makes that commitment real — not just a slide in a deck.
Designed for HR leaders at companies with 200 to 5,000 employees who are serious about retaining the diverse talent they've worked hard to recruit.
"We had all the right intentions. But people kept leaving and we didn't know why until they told us in the exit interview."— Every HR leader before PrismPath
The employees who feel included stay.
The ones who leave, rarely felt seen.
PrismPath is the difference between a DEI statement and a DEI outcome. An autonomous agent that watches for the patterns humans miss, and acts on them before it's too late.