Logistics & Operations — 16,000 Employees
National Logistics Firm Cuts Attrition by 20% in Six Months
The Challenge: Frontline worker attrition running at 34% annually. No visibility into why people were leaving, or where the highest-risk pockets were.
Titan Insights deployed predictive attrition models across the organization's Snowflake warehouse, analyzing compensation data, manager scores, shift patterns, and tenure trends. The platform identified three primary root causes, segmented by region, and generated manager-level retention dashboards updated daily.
Financial Services — 40 Countries
Global Bank Eliminates 200 Hours of Manual HR Reporting Monthly
The Challenge: 12 separate HR systems across 40 countries. HR team spending 200+ hours every month on manual Excel consolidation with frequent data quality errors.
Titan Insights built a unified Snowflake data warehouse connecting all 12 source systems via Matillion ELT pipelines. Automated Power BI reports replaced 14 manual Excel workbooks, with role-based access ensuring each country HR leader saw only their relevant data.
Healthcare — 8,000 Employees
Regional Healthcare Network Achieves Full Pay Equity Compliance
The Challenge: Pay equity audit deadline approaching. No consistent view of compensation across roles, departments, and demographics. Manual analysis taking weeks per cycle.
Titan Insights deployed a pay equity analytics module that surfaced a 4.1% gender pay gap across 3 job families. Remediation cost scenarios were modelled in Power BI, and a board-level DEI scorecard was created for ongoing compliance reporting under OHRC guidelines.
Technology Scale-Up — 600 Employees
Tech Firm Reduces Time-to-Hire by 30% with Recruitment Intelligence
The Challenge: 68-day average time-to-hire for engineering roles. Recruiters had no visibility into where candidates were dropping off or which sources were producing quality hires.
Titan Insights connected the ATS, LinkedIn Recruiter, and job board data into a unified Snowflake recruitment analytics layer. Pipeline velocity dashboards identified a bottleneck at technical screening, while source-of-hire analysis led to a 60% reallocation of recruiting spend to higher-performing channels.
