Why EIS

Hiring tests stop at the offer letter.

On the job, execution, collaboration and adaptability decide performance. EIS measures them, so you can act before friction turns into a resignation.

Lost employees mean lost growth, productivity and outcomes.

16.4%

Average annual employee attrition across Indian enterprises: about 16 in every 100 people leave each year.

EY India, Future of Pay 2026
#1
#1#2#3#4Limited growth opportunitiesWhere it ranked before

“Limited growth opportunities” is now the top reason people leave, up from fourth. Pay is no longer the main reason.

EY India, Future of Pay 2026
Only46%
career pathvery clear

Only 46% of tech professionals say their career path is very clear. The rest are left guessing what comes next.

Talent500, What Talent Wants 2026 (2,000 tech professionals)
The blind spot

Most HR signals arrive after the person has checked out.

Reviews and surveys are lagging and describe the group. None is an objective starting point for the individual.

When HR typically finds out
  1. Offer letter
    Measurement stops
  2. Six-month review
    Subjective and lagging
  3. Annual survey
    Team-level sentiment
  4. Resignation
    The first clear signal
The disconnect

Screens measure what people know. Work rewards how they behave.

What traditional screens measure
  • Aptitude tests
  • Academic pedigree
  • Static technical knowledge
  • Polished resumes
What decides workplace success
  • Receptivity to feedbackB1
  • Proactive risk disclosureB3
  • Audience-calibrated communicationC6
  • Deciding under ambiguityX1

Each behaviour on the right maps to a facet in the EIS framework.

Three gaps EIS closes.

Where people decisions go blind after hiring today,
and how one fixed-scale assessment fixes each one.

TodayWith EIS1000Day 16 mo12 mo??Offer
01

The baseline gap

The gap

Measurement halts on day one, so there is no objective starting point for each person.

With EIS
One score on a fixed scale, from role fit through every re-benchmark.
TodayWith EISSame for allSpend follows need
02

The one-size-fits-all trap

The gap

Learning budgets are spread evenly because individual development gaps are invisible.

With EIS
Development priorities for each person and team, so spend follows real need.
TodayWith EISLowHighSame person, three different ratingsMgr AMgr BMgr COne objective view, one fixed scale
03

Manager subjectivity

The gap

Feedback varies by manager, and behavioural friction stays hidden until someone leaves.

With EIS
One objective view that reduces the bias of relying on several people's ratings.
Next: see how one assessment turns into a 90-day plan.How it works →
Founding enterprise cohort

See what EIS reveals about your teams.

Select enterprises can pilot EIS with new joiners and existing teams. Start with a 30-minute diagnostic walkthrough.

We'll reply within one working day to set up a time.