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Surface by Paradigm

Request a demo

Surface by Paradigm

Platform

Use Cases

Pricing

Sign in

Request a demo

EXECUTIVE & BOARD UPDATES

Prepare board-ready talent updates

Turn scattered people data into a clear, benchmarked story about talent, risk, and business performance.

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Draft a quarterly talent update for our next board meeting.
Streaming…
Analyzing…
Drafting…
Pulling the quarter's signals: engagement, regrettable attrition, hiring velocity, and the OKR themes from your last two all-hands transcripts.
Regrettable attrition improved to 6.1% (from 7.4%), but engineering hiring is 23 days behind plan — the two headlines your board will ask about.
Framing each metric against industry benchmarks and tying talent moves to the revenue plan. Structuring it the way boards read: three headlines, the risk you're watching, and the asks.
Thought for 2s
Thought for 11s
Invoked: Board Reporting PlaybookPendingDone
Get Organization InfoPendingDone
List DatasetsPendingDone
Query DatasetPendingDone
Document Sub AgentPendingDone
Q2 Board Talent Update — draft
Headline metrics: regrettable attrition 6.1% and improving, engagement 3.9 vs. peer median 3.7.
Talent story: AI enablement program reached 82% of managers this quarter.
Risk watch: engineering hiring 23 days behind plan; mitigation underway.
The asks: two senior backfills approved early, L&D budget held flat.
Q2 Board Talent Update
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The Challenge

Board prep takes weeks and still feels thin

Every quarter, talent leaders rebuild the same update by hand, pulling exports, reformatting decks, and searching for a clear story beneath the metrics.

Data scattered everywhere

Engagement, attrition, hiring, performance, and compensation live in separate systems. Pulling them together takes days before the analysis even begins.

No external frame

Boards ask “compared to whom?” Without peer benchmarks, every number stands alone and every answer starts with “it depends.”

Stories without receipts

Slides can show progress, but not whether it is competitive, connected to business outcomes, or likely to continue.

HOW SURFACE HELPS

From raw signals to a board-ready story

1
Connect your people data
Bring together HRIS, engagement, hiring, performance, compensation, and workforce-plan data in one governed context layer.
2
Identify the story behind the metrics
Surface highlights the most important changes, risks, and drivers across the organization.
3
Frame performance against peers
Compare key outcomes and practices with relevant benchmarks so leaders understand what the numbers mean.
4
Generate the board-ready update
Create an executive narrative, supporting charts, key decisions, and likely follow-up questions.
Connect your people dataIdentify the story behind the metricsFrame performance against peersGenerate the board-ready update

FOR YOUR WHOLE TEAM

Executive reporting for every audience

Surface helps People leaders turn the same source of truth into the right story for boards, executives, and operating teams.

Explore all use cases by team →

CHRO

Board-Ready Talent Report

Create a concise update on talent priorities, risks, and progress, grounded in your data and framed against relevant peers.

People Leadership Team

Quarterly Talent Business Review

Synthesize trends, benchmarks, decisions, and next-quarter priorities for the executive team.

Talent Team

Benchmark-Backed Talent Insights

Build a one-page view of engagement, retention, performance, and the highest-priority actions for the next quarter.

People Analytics Team

Executive Workforce Brief

Turn complex workforce analysis into a clear executive narrative with key findings, implications, and recommended actions.

CHRO
Board-Ready Talent Report
Create a concise update on talent priorities, risks, and progress, grounded in your data and framed against relevant peers.
People Leadership Team
Quarterly Talent Business Review
Synthesize trends, benchmarks, decisions, and next-quarter priorities for the executive team.
Talent Team
Benchmark-Backed Talent Insights
Build a one-page view of engagement, retention, performance, and the highest-priority actions for the next quarter.
People Analytics Team
Executive Workforce Brief
Turn complex workforce analysis into a clear executive narrative with key findings, implications, and recommended actions.

EXPERTISE BEHIND THE PRODUCT

Built on lessons from the people shaping modern work

Through conversations with leading operators, researchers, and executives, we bring current thinking on talent and organizational performance into how Surface interprets signals and recommends action. Here's what we learned from Cristina Cordova, COO at Linear:

Cristina Cordova

COO, Linear

Headcount is a deliberate choice

Linear grows only when strain demands it. Present headcount as a choice with tradeoffs, not a default ask.

Impact over hours

Report outcomes, not activity. That's the metric boards actually trust.

Evidence over anecdote

Ground the talent story in what the data shows, not what convention says.

Watch the podcast →

EXPERTISE BEHIND THE PRODUCT

Built on lessons from the people shaping modern work

Through conversations with leading operators, researchers, and executives, we bring current thinking on talent and organizational performance into how Surface interprets signals and recommends action. Here's what we learned from Cristina Cordova, COO at Linear:

Cristina Cordova

COO, Linear

Headcount is a deliberate choice

Linear grows only when strain demands it. Present headcount as a choice with tradeoffs, not a default ask.

Impact over hours

Report outcomes, not activity. That's the metric boards actually trust.

Evidence over anecdote

Ground the talent story in what the data shows, not what convention says.

Watch the podcast →

EXPERTISE BEHIND THE PRODUCT

Built on lessons from the people shaping modern work

Through conversations with leading operators, researchers, and executives, we bring current thinking on talent and organizational performance into how Surface interprets signals and recommends action. Here's what we learned from Cristina Cordova, COO at Linear:

Cristina Cordova

COO, Linear

Headcount is a deliberate choice

Linear grows only when strain demands it. Present headcount as a choice with tradeoffs, not a default ask.

Impact over hours

Report outcomes, not activity. That's the metric boards actually trust.

Evidence over anecdote

Ground the talent story in what the data shows, not what convention says.

Watch the podcast →

IN THEIR WORDS

“My board update used to take two weeks of my team's quarter. Now the draft is waiting for me — benchmarks included — and I spend my time on the story.”

Chief People Officer

Multi-Site Healthcare Company

IN THEIR WORDS

“My board update used to take two weeks of my team's quarter. Now the draft is waiting for me — benchmarks included — and I spend my time on the story.”

Chief People Officer

Multi-Site Healthcare Company

Explore the other use cases

Org Planning

Learning & Development

Executive & Board Updates

HR Benchmarking

Policies & Benefits Design

Employee Listening

Talent Management

AI-Native People Team

See Surface draft your next board update

Bring last quarter's deck. We'll show you what the same update looks like when the data assembles itself.

Request a Demo

See Surface draft your next board update

Bring last quarter's deck. We'll show you what the same update looks like when the data assembles itself.

Request a Demo