“
We do all the right things on paper. But I cannot tell you what is actually happening with our people.
Head of People & Culture · Mid-size tech firm
1
The Problem
HR is operating blind.
You have lagging indicators. You don’t have signal.
What you have today
What’s missing
01
Annual engagement surveys
67% satisfaction
What that 67% actually means.
02
EAP tie-ups · 2–8% utilisation
Why 92% never use it.
03
Exit interviews · post-departure
Warning before they decide.
04
Wellness attendance · headcount data
What actually shifted.
05
Intuition from 1:1s · your judgement
Patterns across teams.
2
The Cost of Blindness
₹3–7 Lakh
Per attrition. Recruit, onboard, lost productivity.
85%
Of wellness budgets spend with no measurable outcome.
60%
Of HR 1:1 time goes to problems early signals could have prevented.
3
What HUD delivers
A session. An observer. A report your CFO can read.
Product 01
Gateway Workshop
A 90-minute in-person session. Up to 15 people. The fastest way to feel what we do.
90 min
In-person
Product 02
4-Week Cohort
Four weekly online sessions. Pre/post measurement. The flagship — richest signal for leadership.
4 × 90 min
Online · 8–12 participants
Output
Insight Report
Themes. Wellbeing delta. Structural recommendations. Zero individual data. This is what you actually buy.
Anonymised
Contractual
Governance Agreement
No individual data reaches you. Signed before kickoff. Enforceable, not aspirational.
Pre-engagement · Legal reviewable
Non-negotiables across every product
Fully voluntary participation
Zero individual data to HR. Ever.
4
The Deliverable
A
Theme patterns
Coded against a 20-category taxonomy. Frequency. Intensity. Location.
B
Wellbeing delta
Pre vs. post. Cohort-level only. Never a diagnosis.
C
Structural recommendations
Hypotheses, not prescriptions. Board-memo ready.
Cohort 04 · Anonymised Insight Report · Page 03/14
DGA Signed
Executive Summary — Cohort 04, Engineering Org
A pattern around silent compensation strain.
Cohort Size
10 participants
Sessions
4 / 4 completed
Completion Rate
90%
A · Top emergent themes (frequency)
Compensation comparison loop
14 instances
Manager bandwidth absence
11 instances
Quiet career stalling
9 instances
Recovery rituals (positive)
7 instances
B · Pre/Post wellbeing delta (cohort-level)
Reported stress
+19%
Sleep quality
C · Structural recommendation (extracted)
→ Compensation transparency review, not retention bonus
The compensation theme presented less as a money issue and more as a fairness/legibility issue. A targeted review of band transparency for IC4–IC6 would likely move the needle further than a one-time retention adjustment.
5
Why HUD vs. the rest
6
The pilot offer
No annual SoW. No CHRO sign-off to begin. Read the report and choose.
7
What happens after you say yes
Day 1
Week 1
Weeks 2–5
Week 6
8
The questions you’ll ask in the call
Things HR leaders ask us first.
9
Begin
Twenty minutes. Two questions. One pilot.
No deck. No qualifying form.
Two questions, twenty minutes
DGA reviewable by legal in one sitting
Pilot delivered in ~6 weeks