Mercury Intelligence · Live

Your workforce is
sending signals.
Are you listening?

See who's ready to lead, who's at risk of leaving, and where your organization is becoming vulnerable — before the consequences arrive.

Run a free workforce scan → Explore the partner model
Immediate
Sarah Chen
Senior Engineer · 4 years
High performer with declining engagement. No development conversation in 9 months. Compensation believed below market.
Retention attention · 87% confidence
High priority
Engineering Team
3 of 5 engineers · same domain
Critical skill concentration in cloud architecture. Single point of knowledge risk if any one person exits.
Skill concentration · 79% confidence
Opportunity
Marcus Webb
Account Executive · 2 years
Consistently exceeds expectations with strong engagement. Expressed interest in broader responsibilities. Ready for advancement.
Advancement readiness · 82% confidence
8
Signal types detected
10 min
From data to brief
20
Employees per scan
100%
Evidence-backed findings
Signal intelligence
Eight signals Mercury detects

Each signal includes a confidence score, the specific evidence that surfaced it, and a practical recommended action with owner and timing.

⚠
Retention attention
High performers showing disengagement before it becomes a resignation.
📚
Development neglect
Employees without recent development conversations who are at risk of stagnation.
↑
Advancement readiness
People who are ready for more responsibility but haven't been offered it.
★
Star performer
Exceptional contributors who are underrecognized or undercompensated.
⬡
Skill gap
Critical capabilities missing from your team relative to your strategic direction.
⚡
Critical skill concentration
Key knowledge held by a single person — your highest organizational risk.
◎
Succession gap
Leadership roles without identified successors creating continuity risk.
✦
Performance support
Employees who need structured support before small issues become larger ones.
Why it matters
Built for proactive people leadership

The best workforce decisions happen before problems become visible. Mercury gives HR leaders earlier visibility into risks, opportunities, and areas where action will have the greatest impact.

👁
See earlierDetect disengagement and risk patterns weeks before they surface in exit interviews or performance reviews.
📋
Act with confidenceEvery insight includes evidence, confidence score, and recommended action — so conversations are informed, not intuitive.
🌱
Develop more peopleSpend less time searching for problems and more time developing the talent that's already in your organization.
Sample intelligence brief
Retention attention · Sarah Chen Immediate
Outstanding performer in a business-critical role. Engagement has declined over two quarters. No development conversation in 9 months. Compensation believed below market.
→ Conduct stay conversation within 2 weeks · Owner: Manager + HR
Advancement readiness · Marcus Webb Opportunity
Exceeds expectations consistently. Strong engagement. Has expressed interest in broader responsibilities and shown cross-functional initiative.
→ Begin structured advancement conversation · Owner: Manager
Skill concentration · Engineering High priority
Cloud architecture knowledge concentrated in one engineer. No cross-training underway. Exit risk would create immediate capability gap.
→ Start knowledge transfer program · Owner: Engineering Manager
How it works
Three steps to a workforce brief
1
Set up your organization

Enter your company context and tell Mercury what to prioritize — retention, skill gaps, leadership bench, or overlooked talent.

2
Enter your team data

Add up to 20 employees with role, tenure, performance, engagement, compensation position, and role criticality. No salary data required.

3
Receive your intelligence brief

Mercury returns a structured brief with signal cards — each with evidence, confidence score, recommended action, owner, and timing.

Ten minutes.
A clearer picture of your people.

No signup. No credit card. Enter your team and Mercury returns an intelligence brief you can act on today.

Run a free workforce scan →

Observational intelligence only · Not HR advice · Mercury maps patterns · You decide what to do with them