Executive workforce intelligence
Make better people decisions before they become expensive.
Great Blue Analytics helps CEOs, founders, presidents, and COOs see workforce risk early, hire with greater confidence, and act on evidence—not dashboard noise.
WORKFORCE INTELLIGENCE, OVER TIME
See movement before it becomes a people problem.
Deep Dive™ helps leaders connect workforce trends to the conditions beneath them—so the conversation moves from a score to a decision.
How we're different
Most HR tools give you a dashboard. But most tools do not tell you what your "people problems" are costing you, what's driving them, nor what to do in the next 90 days to make you the most impactful executive you can be. Great Blue gives you insights you can use to make the most HR-intelligent decisions.
What we look at
The factors that predict who stays, who leads, and who leaves — measured against a proprietary meta-analytic database built over decades of original research.
Engagements
Three ways to engage.
Workforce diagnostic
What is really happening inside your organization?
A structured scan of your workforce, grounded in research Great Blue Analytics has published in Harvard Business Review: survey, industry benchmarks, a unit-level turnover and burnout risk map, executive readout, and a 90-day action plan. Twelve months of platform access included.
Pre-hire fit validation
Is this the right person for this role and this team?
Psychometric fit assessment benchmarked against the meta-analytic database. Delivered as a structured hiring recommendation — not a score, a decision.
AI workforce transition
Which roles and people are most at risk as AI changes your work?
Based on research Great Blue Analytics has published in Harvard Business Review, identify the roles and capabilities to retain, build practical retention plans for critical talent, and support departing employees with evidence-informed career guidance.
Psychometric due diligence for PE transactions.
Pre-close workforce risk assessment for acquisition targets. Identify hidden people risk — burnout, fit gaps, key-person dependency — before it becomes a post-close problem. Delivered under NDA with a confidential executive briefing.
How an engagement runs
Briefing
45 minutesWe put a cost on your turnover using your own figures. You keep the model whether we work together or not.
Diagnostic
2–4 weeksSurvey deployment, data collection, and benchmarking against the meta-analytic database. No IT involvement required.
Readout & plan
Executive sessionA plain-English executive readout with a prioritized 90-day action plan. Findings are interpreted — not handed to you as a dashboard.
You get the part that can't be automated: interpretation, judgment, and a recommendation you can act on.
Whom we work with
Mid-market operators
CEOs, COOs, and CHROs at companies with 100–1,000 employees who need to make a consequential people decision and want it grounded in evidence.
- Professional services
- Healthcare & behavioral health
- Manufacturing & distribution
- Technology & SaaS
- Financial services
- Nonprofit & education
Specialists & investors
Professionals who need workforce data as evidence, not opinion.
AI & change leaders
Organizations navigating AI-driven workforce change who need to identify which roles and people are most at risk — and build a defensible retention and transition plan.
Private equity
Pre-close psychometric due diligence on acquisition targets. Delivered under NDA with a confidential executive briefing.
The founder
Dr. Daniel D. Goering
Great Blue Analytics was founded in 2022 by Dr. Daniel D. Goering. Dan holds the Robert W. & Charlotte K. Bitter Endowed Chair for research excellence at the Missouri State University College of Business, where his HR data-analytics research focuses on effectively reducing employee burnout, optimizing person–group fit, and answering why people stay or leave. His work has appeared in Harvard Business Review and the world's top peer-reviewed management journals.
Since 2016, the meta-analytic database behind the work has been built from employee, manager, and executive psychometrics. Great Blue Analytics applies that evidence independently through its Deep Dive™ and Hiring SONAR™ tools and its proprietary platform.
GBA exists to put decades of research to work for employers: the platform handles the collection and benchmarking, so what clients buy is the part that can't be automated — interpretation, judgment, and a recommendation they can act on.
Published in Harvard Business Review
Great Blue Analytics LLC is an independent company, separate from Missouri State University.
Common questions
The database behind the work
Benchmarked against one of the world's largest HR meta-analytic datasets.
Most of what drives workforce outcomes is invisible to standard HR tools. What employees and managers display above the surface — performance reviews, tenure, attendance — represents a fraction of the information that predicts who will stay, who will lead, and who will leave.
Deep Dive™ surfaces what lies beneath — and benchmarks it against a proprietary HR database built over decades of original research, so your data is measured against the industry and grounded in evidence that is reliable, valid, and hard.
Start with your number.
The 45-minute briefing puts a cost on your turnover using your own figures. No survey. No commitment. You keep the model.
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