Orgnostic Expert Review, Pricing, Alternatives - 2023

Orgnostic takes a unique approach to people analytics for SMBs. Their platform can take your raw data and turn it into a story-like report that provides insights, recommendations, and beautiful visuals that are easy to understand and share.

Orgnostic’s approach to People Analytics revolves around stories and questions. One of their mottos, you could say, is “data storytelling instead of dashboards”. Their idea is that all sets of data contain a story, and with the right questions, that story can be uncovered and it can be crucial to business decision-making. 

It also makes metrics easier to understand and share with your team. Within the platform, each metric is accompanied by an explanation. These explanations are powered by 30 years of research on organizational culture and leadership, covering over 10,000 companies.

Through a demo of the tool and our own take at a free trial, we could see some of this in action. Take a metric like Turnover Rate. Orgnostic allows you to observe your turnover through time and identify trends and changes while also being able to filter per departments, locations, roles, teams etc. to better understand turnover per different demographics and be able to act accordingly. What’s great is that they also accompany that with a definition of the metric, an explanation of how they calculate it, the data source, and the insight, as shown below: 

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The insight is perhaps the most interesting part, and where Orgnostic truly shines. You get a well-written take on why that metric is important, what you can do with it, and how you can combine it with other metrics to develop a deeper understanding of the underlying issue. 

Some metrics contain deeper insights, usually appearing if the system finds an anomaly in your data. An example of such an anomaly would be a gender pay gap. The following screenshot shows you how much they can share on that given metric, including suggestions on what to do about it, like encouraging negotiations by making the salary range for a position completely transparent. 

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Getting Started with Orgnostic

For the user, getting all this presented is quite simple. You’d start by signing up for a free trial, and then either choose an HRIS or ATS to integrate (see our integrations section for a full list), or reach out to their team to manually connect another system. You could also add data via a spreadsheet or CSV file. 

Once this is done (the time varies depending on the amount of data), you can start reading up on the story behind your numbers, but another great aspect is that you get an automatic data audit. The system tells you which areas to improve, and you can reach out to their team for further clarification. 

Orgnostic Workplace Surveys

Speaking of automation and data gathering, Orgnostic also supports surveys. Onboarding and exit interviews can be triggered by events in your HRIS or ATS. Once answered, these provide data that is fed directly into Orgnostic, closing the loop. They also have diagnostic, pulse and many other types of surveys stemming from the psychology departments of Harvard and the University of Michigan. 

Does that all sound straightforward? We’ll say it most certainly is. The platform is very intuitive, well-designed, easy to use, and also pleasing to the eye. If you have seen a fair share of People Analytics tools and found some of them too excel-looking, Orgnostic will feel like a breath of fresh air. 

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Orgnostic’s Search Function

Recently-launched is their search option, found in the navigation bar. Through this, you can search for any metric or topic. As you start typing, there is a drop down that shows options and suggestions (like on Google) of the various People Analytics chapters available within the tool. Once you click on the metric, it will take you directly to the chapter where that metric is so you can explore in detail.

For those looking at alternatives to Looker and Tableau, which would encompass high customization of different visualizations and custom dashboard builders, Orgnostic wouldn’t be the best fit.

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Hundreds of out-of-the-box metrics and analyses

• Surveys: Through Orgnostic, HR managers can perform onboarding, diagnostic, exit, and many types of surveys to measure team effectiveness, employee wellbeing, and many other metrics that would feed directly into the tool.
  
• Data Health Report: This part of the tool tells you if the data is clean or if it has data missing, how this might be affecting a metric in particular, and what you can do to clean it up and get the true measure. 

The way all HR metrics are organized at Orgnostic is by dividing them into 10 chapters, as they call them. As of mid-2022, these are: 

• Headcount
• Talent Acquisition
• DE&I
• Talent Management
• Rewards
• Culture
• Employee Wellbeing
• Team Effectiveness
• Turnover
• Leadership

While you can integrate your data by reaching out to their team or by uploading a spreadsheet, Orgnostic also offer native and self-service integrations with most of the top HRIS and ATS tools in the market. We recommend checking out their website for a full list, but some notable names include BambooHR, Personio, Bob, Gusto, Namely, UKG, Greenhouse, Workable, and more.

While we certainly suggest checking out Orgnostic’s pricing page for more detailed, interactive, and up-to-date pricing, we can share that they have the following pricing plans: 

• Free: This includes 1 HRIS and 1 ATS integration, Data Health, 3 months of data history, and only the e-NPS survey and the Headcount, Diversity, Talent Acquisition, Turnover, and Leadership metrics. This stays free as long as you have under 1,000 employees. 
• Starter: To give you an idea of the range, this would be $190 a month if you have less than 100 employees or $1,890 if you have between 901 and 1,000. It includes everything on the free plan, plus onboarding and exit surveys, data export, automated reporting, data scientist support, open-text analysis, and more. 
• Pro: For the 1-100 employee bracket, this is $290. It goes up all the way to $2,690 if you have more than 900 but less than 1,000 team members, with different pricing for each bracket in between. This includes everything on the prior two plans, plus unlimited integrations, the Talent Management and Rewards metrics, Advanced filtering, Insights, Targets, and dedicated support. 

Orgnostic also offer a custom plan with tailored people analytics and additional data science support. Actually, if you have more than 1,000 employees, all of their plans go into the custom pricing model.

Lastly, do bear in mind that all plans except custom are available for a 30-day free trial and you don’t need a credit card to sign up.

Orgnostic is typically used by SMBs (100-1000 employees), scale-ups, and growing companies, in IT or tech within Europe and the US. The usual Orgnostic customer doesn’t have a People Analytics team and is comfortable with other roles, mostly HR, handling the platform. That being said, they do work with several companies that have beyond 4k employees. In such cases, they’re rather sought after as a tool for distributing People data to HRBP levels.

Implementing Orgnostic can take minutes if you use one of the HRISs or ATSs that they currently integrate with natively or upload a spreadsheet. For other systems, however, you’d need to get in touch with their team and arrange to have it connected manually. Times for that will vary on a case-by-case basis, of course, but we can say that their team is very quick to respond to inquiries and overall have a great attitude. Sometimes, those user inquiries are how they come up with new integrations to build! 

Now, once you do upload your data, it takes around 30 minutes or even a day or two for the system to ingest it. This depends on the complexity of the data, of course.

All of Orgnostic’s paid plans include a certain number of hours of Data Scientist support. For instance, 12h a quarter for the Starter plan, or 24h a quarter for the Pro.

Orgnostic was started by Luka Babic and Igor Bogicevic. Luka is a psychologist with a People Operations background. Igor Bogicevic is a physicist who went into tech. He did a 5-year stint at Vast.com (an IT company recently acquired by Vroom) and then went on to co-found Seven Bridges; a Biotechnology research company.

This combined background provided skills in psychology, management, computer science, and connection with the academic community. In turn, these were ideal for them to create a knowledge-driven business and tackle the problems of HR data management. 

Their mission is to provide HR and leadership teams with people analytics and insights with the same quality an in-house data scientist would provide, but by accessing their platform. Their idea is that this can create better and more sustainable businesses.