For HR & workforce operations

The question takes ten seconds to ask and a week to answer.

Adelo computes tenure, turnover, retention and separations live from the roster, and makes the documentation underneath them consistent enough to stand behind — so the answer takes as long to produce as it does to ask for.

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The problem

You are the reconciliation layer, and it is not a good use of you.

Every workforce question routes through someone rebuilding the same view by hand from three exports. The numbers are defensible only because you personally checked them, which does not scale and does not survive you being on leave.

  • "What's our first-year turnover?" costs a week of spreadsheet work every time it's asked.
  • Attendance is documented differently by every manager, so the record is hard to stand behind.
  • Corrective action arrives late because the pattern was invisible until it was severe.
  • Forms live in email, and the version somebody used is whichever one they had saved.
  • Credential and training compliance is tracked in a portal nobody opens until survey season.
  • Exit interviews tell you why someone left, months after the point where it could have mattered.
A day with Adelo

What the request queue looks like instead.

The work that disappears here is reconciliation — not judgment. The judgment is still yours.

  1. Morning
    The turnover question answers itself.

    Tenure distribution, headcount, hires versus separations by month, quarter or year, 90-day retention and first-year turnover computed with the NSI method — live from the roster, drillable by role and unit.

  2. Midday
    Attendance documentation is already consistent.

    The same standing, the same escalation thresholds and the same record in every unit — visible to the employee too, which is what makes it defensible rather than merely documented.

  3. Afternoon
    Forms stop being email attachments.

    Standardized forms and requests route to the right approver and land in one place, so "which version did they fill in" stops being a question.

  4. This week
    Credential and training gaps surface before survey season.

    License, credential and CE tracking with reminders for every employee free; a training command center with completion visibility for you.

  5. This quarter
    Retention gets a leading indicator, not a lagging one.

    Overtime concentration, recognition activity and Pulse Checks give you something to look at before the resignation, instead of an exit interview after it.

The real product

Not mockups. This is what you’d be looking at.

Workforce answers, computed live

Tenure, headcount, hires versus separations, 90-day retention and first-year turnover — by role, by unit, by timeframe, without an export.

Executive HR analytics — tenure, retention, separations and first-year turnover

Attendance you can stand behind

One standing, visible to both the employee and the manager, with consistent escalations. The record is the same in six months as it was on the day.

Transparent attendance standing shared by employee and manager

Captured from a demonstration unit with fictional staff and data.

What the reconciliation week is really costing

The spreadsheet time is the visible cost. The invisible one is every month a retention trend went unseen because the report was still being built.

$60,090
What the average hospital loses when one staff RN leaves
17.6%
National staff-RN turnover rate, up 1.2 points in a year
$5.19M
Average annual cost of RN turnover, per hospital
$295K
What one percentage point of RN turnover is worth, per year

Industry figures — not Adelo results. Source: 2026 NSI National Health Care Retention & RN Staffing Report.

What you get

What HR gets, and what it costs.

Every capability below is billed to the unit or organization. Employees never pay for anything.

Workforce analytics

  • Tenure distribution and headcountPremium
  • Hires vs separations by month, quarter or yearPremium
  • 90-day retention and first-year turnover (NSI method)Premium
  • Breakdowns by role, unit and timeframePremium
  • Board-ready PDF and Excel exportPremium
  • Organization-wide visibilityEnterprise

Documentation & consistency

  • Transparent attendance standing and escalationsPremium
  • Consistent corrective-action workflowPremium
  • Standardized forms and requests with routingPremium
  • Policy lifecycle from draft to signed publicationPremium
  • Keeper — cited policy draftingPremium
  • Advanced roles and permissionsPremium

Compliance & retention

  • License, credential and CE tracking with remindersFree
  • Training command center with completion visibilityPremium
  • Quality and compliance audits, deficiency trackingPremium
  • Recognition, Pulse Points and reward storePremium
  • Pulse Checks for sentimentPremium
  • Peer and leader kudosFree

It is not your system of record, and it doesn't want to be.

Adelo holds operational workforce information — schedules, hours, attendance, credentials, recognition — for the unit that generates it. Your HCM remains the system of record for employment, pay and benefits. Workforce records in Adelo are processed on behalf of the unit, much as they would be in any workforce system.

  • Role-based, least-privilege access by function
  • Units isolated from one another
  • Patient information is out of scope by design
  • Integration planning and data-import support on Enterprise

Bring the question that takes you a week.

We'll show you where the answer comes from and how long it takes in Adelo.

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