In the past 40 years, recruiting and retaining top talent, streamlining onboarding, and reporting metrics had become ongoing priorities for Ungerboeck. But their antiquated processes had not evolved as fast as the rest of company, and turnover plagued the bottom line. To keep their position as one of the leading event software companies, it was critical to retain their key employees.
Without access to accurate data, it was difficult to know why employees were opting to leave. Global HR Director Mike Cameron says, “To gauge employee sentiment, we would have to dig through surveys or 380+ performance reviews. Realistically, mining qualitative data was something we just couldn’t do before.” It wasn’t just the cost of turnover impacting the bottom line. The onboarding process was lengthy and manual, leaving the HR team to spend hours entering duplicative information. The reporting options were limited, and the data that was available was extremely time-consuming to access. Being in the tech space, Ungerboeck knew that the data was critical to decision making, but they were left in the dark.