HR reporting and analytics for Mobile application companies: simple measures of release load, hiring speed and attrition
Release weeks, scarce hiring and resignations all move quietly in a mobile company. A few honest numbers, reviewed monthly, show where the strain is before people start leaving.
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Share your requirementsWhy HR reporting and analytics matters in mobile application companies
Owners of mobile companies often sense the strain: weekend releases, a long search for an iOS developer, a tired lead. But without numbers the discussion is opinion. Nobody knows whether releases are getting heavier, how long hiring really takes or whether the people who leave share anything in common.
A small set of measures answers that. Count weekend and late releases, days from opening to joining for each search, resignations by role and length of service, and unallocated days between projects. The aim is conversation, so the report should fit on a page and be read each month.
How to set it up
1. Choose five measures
Weekend or late releases, time to hire, resignations by role, unallocated days and testing hours by device. Add more only if needed.
2. Collect from existing records
Use release calendars, hiring tracker and attendance sheets. Do not create new forms unless needed.
3. Build a one page monthly view
A short table with last month, the three month average and a note on what changed.
4. Review with the leads
Spend twenty minutes asking what the numbers suggest and what to try next.
5. Act and re-check
Pick one change, such as spreading release duty, and see if the numbers move. Compare pay with benchmarks when attrition is high.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Count weekend releases in the last quarter and who handled them.
- Compare time to hire for Android and iOS searches.
- List leavers by role and years of service.
- Ask leads which number they would most like to see each month.
GullyHR can do this with you. Read how we approach HR reporting and analytics in general, or share your requirements and we will tell you where to start.
Questions owners ask
Weekend or late releases, time to hire and resignations. These three show workload, hiring friction and retention, and can be collected from records you already hold.
No. A shared sheet updated monthly is enough to begin. Keep it simple until the habit forms, then add measures only when a question needs them.
The owner and team leads, so decisions can be shared. Show individual-level data only to those who need it, and explain how it will be used.