Talent analytics

All the analytics you need to make better decisions about your talent.

Five modules covering the entire talent lifecycle — from acquisition to professional development. Data that complements your experience and reinforces every decision.

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✓Objective behavioural data ✓Our own AI agents ✓Built for HR.
−38%
Average time-to-hire after six months of use
+2,4×
Internal promotion decisions backed by data
87%
Of managers report more concrete development conversations
5
Modules covering the entire talent lifecycle
Five modules · One platform

Data that complements your experience and reinforces every decision.

From the first candidate entering the funnel to the development plan of someone who's been with you for a decade. Each module adds a layer of objective evidence — without replacing your judgement.

01 Talent acquisition and management

Add objective data to your hiring judgement.

Define the competency profile for the role and get an automatic ranking of candidates by real fit. An objective complement to reinforce your hiring and internal promotion decisions.

  • Person–role fit ranking based on behaviour.
  • Per-candidate report: standout skills and gaps against the ideal profile.
See how it works →
01 Ana M.Standout fit: leadership, focus 92
02 Diego R.Standout fit: analysis 84
03 Luz P.Minor gap: delegation 71
04 Marc T.Gap: planning 62
Person–role fit ranking
02 Development and career

Back every development plan with evidence.

Detect each person's competency gaps against a target profile, generate action plans to work on them with our own AI agent, and genuinely track their progress.

  • Gap detection vs. the role's ideal profile.
  • Personalised action plan generated by AI.
  • Comparison over time: evidence of real growth.
  • Blind-spot map to enrich feedback.
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Gaps vs. ideal profile · Diego R.
Influence / Leadership 42
Critical Thinking 68
Teamwork 54
Execution / Decision-Making 71
Progress · Influence / Leadership +18 in 4 quarters
Gaps detected and progress over time
03 Team management

Understand each team's dynamics with data.

Get a competency map of any team, measure manager–team fit and discover how to replicate what works best across your organisation.

  • Collective skills, gaps and complementarities.
  • Manager–team fit with leadership recommendations.
  • A model to replicate successful teams in other areas.
  • Measurable progress assessment after assessment.
See how it works →
Team · Product
Manager Strength Gap
Collective competencies
Execution / Decision-Making 72
Teamwork 68
Critical Thinking 62
Creativity 38
Discipline 58
Team competency map
04 Organisational culture and change management

Check whether your organisation's values show up day to day.

Turn your corporate values into measurable indicators and compare people, teams and departments against your culture model with real behavioural data.

  • Culture alignment index by person, team or department.
  • Leaders vs. the aspirational leadership model.
  • Competency map of the entire organisation.
  • Reports ready to present to leadership.
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Culture alignment index
76 / 100
By department
Sales84
Product79
Operations72
Support58
Alignment vs. culture model
05 Advanced analytics

Your talent data, with full freedom to explore it.

Open access to all of your organisation's data with unlimited filters. You choose what to analyse, how to group it and which standard to measure it against.

  • Free exploration of all your talent data.
  • Real-time visualisations.
  • Saveable analyses for recurring reference.
Explore this module →
Active filters
Madrid × Senior × > 3 years × + Add
Group by
Department Site
Compare against
Ideal profile
Average fit by department H1 2025
Sales Product Ops. Support Data
Unlimited filters + real-time visualisation
How Steelter works

From behavioural data to decision, in three steps.

Steelter turns your organisation's assessments, work dynamics and ideal-profile models into a layer of evidence your HR team can review at a glance.

01

Define your standard

Your team describes the ideal competency profile for each role, team or corporate value. Steelter turns it into a measurable model.

02

Gather evidence

The platform analyses behavioural data, assessments and dynamics to place each person, team and department against that model.

03

Decide with backing

Your team gets rankings, gaps and action plans generated by our AI agents. Your judgement decides; the data reinforces it.

HR voices
Thanks to Steelter we're able to objectify and better measure our talent. The improvements are significant both in selection processes and in internal assessments. In external selection it helps us confirm the right candidates for a specific role and profile, and internally it has a positive impact on the credibility of our decisions.
María José Valenzuela Former Corporate People Director at Dentaid
Before

Decisions based on intuition, generic development plans and unstructured feedback conversations.

With Steelter

Decisions backed by evidence, person-specific plans and conversations grounded in concrete data.

Teams that already decide with data
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Ready to make talent decisions with the data in front of you?

Book 30 minutes with our team. We'll show you how Steelter fits with your current processes — no commitment.

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