Cendral gives 200–1,000 person companies the workforce analytics capability that enterprise vendors charge millions for. Predict attrition. Map skill gaps. Match talent internally. Hire smarter.
Companies between 200 and 1,000 employees are the invisible middle of the workforce tech market. Too large to run on gut instinct, too small to afford the platforms built for Fortune 500s. They make million-dollar hiring and retention decisions with the same tools a startup uses on day one.
Cendral integrates with your HRIS, ATS, and engagement tools in under a day — then surfaces decisions you never had visibility into before.
Understand the delta between what your teams know today and what your roadmap requires in 6–18 months. Built on live job market signals, not static competency frameworks.
Know who is likely to leave 90 days before they resign. Cendral's model weighs tenure, engagement, compensation drift, promotion lag, and team dynamics together.
Before you post a job externally, surface the internal candidates who could grow into it. Reduce external hiring costs by 40% and give high-performers a visible growth path.
Structure your hiring process around the skills you actually need to close. Cendral ties interview scorecards to your skills gap analysis and predicts 90-day ramp time per candidate.
No months-long implementation. No consultant fees. Cendral connects to your existing stack and starts surfacing actionable intelligence immediately.
Native integrations with BambooHR, Rippling, Gusto, Lever, Greenhouse, Workable, and more. OAuth in minutes.
Cendral processes your historical data to build skills profiles, tenure maps, and compensation benchmarks automatically.
Dashboards, Slack digests, and manager reports surface what needs attention — with specific recommended actions.
Track retention improvements, internal fill rates, and skill coverage over time. Prove the ROI of people decisions.
If you're between 200 and 1,000 employees, growing fast, and tired of making people decisions with incomplete data — Cendral was built for you.
"We were scaling to 300 people and still running attrition analysis in Excel. By the time we knew someone was unhappy, they had already signed elsewhere."
"We had 14 open roles we didn't realize we could fill internally. We were spending $200K on external recruiting for talent that already worked for us."
"Our skills gaps were invisible until a critical project failed. We needed to see months ahead, not just react when someone walks out."
Mann has spent years watching mid-market companies lose their best people to competitors who could predict it coming — and watching HR leaders fight for credibility at the leadership table with nothing but lagging indicators.
His conviction: the 200–1,000 employee band is the most consequential yet most underserved segment in workforce technology. These companies grow fast, compete hard for talent, and make decisions that determine whether they become something enduring — all without the tools to do it intelligently.
Cendral is built on the belief that people intelligence should be a default capability for every growing company, not a privilege reserved for enterprises with eight-figure HR tech budgets.
Join the first cohort of mid-market companies who will see attrition coming before it happens and build skill coverage before gaps become crises.