“Which return-to-office cadence will drive the lowest attrition risk?”
Run three RTO variants before you pick one. See which cadence drives the least resistance across Engineering, Sales and Operations, then make the call with data.
Simulate workforce reactions before decisions go live.
A digital model of your workforce. Test policies and change programmes before launch, and see where support and resistance are likely to land.
- No survey goes out.
- No employee knows a simulation is running.
- No individual record surfaces to the model.
Illustrative simulation
Modelling the workforce1,500 synthetic profiles
What happens if we move from two required office days to four?
Most HR decisions are tested too late.
By the time survey data comes back, the announcement has already landed. Resistance has formed, budget is committed, and changing course costs more than the original decision.
The signal arrives too late to act on.
Weeks
between an HR decision and meaningful feedback from a survey. By then, the announcement has landed.
1-2×
a year: the usual rhythm of a full engagement survey. People decisions happen every week.
Once
A policy only goes live once. Without a rehearsal, your workforce becomes the test environment.
Will the 3-day RTO land differently in Engineering than in Sales?
Which teams will push back hardest on the new performance framework?
Does version A of this memo build more trust than version B?
What's the attrition risk if we announce this before year-end?
We ran this initiative in 2022 and it failed. What's different now?
We need a signal on this by Thursday, without sending another survey.
Three steps from HR decision to forecast.
No survey goes out. No employee knows a simulation is running. No individual record surfaces to the model.
- 01
Model the workforce
Upload anonymised HR data, or define a population from org structure and role bands. SynPop creates synthetic agents that reflect your workforce without retaining any individual records.
- 02
Apply a stimulus
Write your policy, memo or benefit change in plain language. SynPop applies it to every synthetic agent and runs thousands of concurrent interactions, including how opinion propagates through your org network.
- 03
Read the forecast
Predicted support and friction by segment, the drivers behind each, and side-by-side scenario comparisons. A forecast you can take into a leadership meeting, not a dashboard you have to interpret yourself.
A forecast you can take into a leadership meeting.
- Predicted response distributionsacross the whole company, not a single score.
- Segment-level differenceswith demographic drill-downs.
- Support, resistance and flight riskindicators by group.
- Key drivers of sentimentand actionable recommendations.
SynPop Reports view, demonstration workspace. Illustrative outputs, not customer results.
What HR leaders simulate before launch.
Every major people decision carries a question you can't answer with last quarter's data. Here's how HR teams get ahead of it.
“Will shifting to a functional model impact local market agility?”
Test how a structural reorg lands before the org chart goes public. Find out which teams lose clarity, which gain it, and where attrition risk spikes.
“Where are the highest risks of talent flight during the merger?”
Map cultural fault lines before day one of integration. Know which acquired teams are flight risks and which will align fast, before HR walks into the first all-hands.
“How will ICs respond to shifting from cash bonuses to RSU-heavy packages?”
Model how your workforce responds to a comp restructure before it reaches total rewards. See where motivation rises, where trust erodes, and which groups need a different conversation.
“Which segments face the highest flight risk after a 10% headcount reduction?”
Before any announcement: understand which segments face the highest flight risk, where productivity is most at risk, and which populations need proactive retention investment.
“Can we reach full operational capacity in LATAM within 6 months?”
Model the workforce readiness and cultural adaptation required to enter a new geography, before the expansion budget is committed.
“Is the current engineering stack ready for a shift to native AI development?”
Test workforce readiness and capability gaps before the announcement goes out, and see which populations need a different message.
“Will the new AI literacy curriculum get sufficient adoption without mandatory enrolment?”
Predict voluntary participation rates and segment-level engagement with new programmes, before you commit the L&D budget or make enrolment mandatory.
Surveys tell you what happened. SynPop tells you what will, before a single employee is asked.
SynPop is not
- Another employee survey platform. We sit beside yours, not on top
- An off-the-shelf AI assistant or chatbot
- A retrospective analytics dashboard
- A replacement for listening to your people. Nothing replaces that
SynPop is
- A pre-decision forecast engine for HR leaders
- Your test environment before the announcement goes out
- A way to A/B test a policy before either version is launched
- The intelligence layer between HR strategy and employee reality
Start with one decision already on the table.
One live decision, one anonymised HR extract, no integration work and no IT project.
Book a demo- Pick the questionA decision leadership is already weighing this quarter.
- Load the populationOne HR extract of bands and categories, reviewed before upload.
- Run and compareThe version on the table, plus the alternatives worth testing.
- Read the resultSupport and friction by segment, with an evidence level beside it.
What people ask before they book.
Data questions from your DPO or works council? Start with Data & trust.
How is SynPop different from an employee survey platform?
Surveys measure the past. SynPop simulates what employees will think: how a policy, memo, or change programme will land across your workforce before launch. The two are complementary. We sit beside your existing listening programme, not on top of it.
What is the accuracy of the forecast?
It depends on the use case and on the reference data available, so we do not quote one headline number. Every result carries an evidence level: exploratory, calibrated, holdout tested or proven forward. In a pilot we hold back one of your past surveys and score the simulation against it. That number is yours to judge us on.
Does any individual employee record enter the model?
No. SynPop works from anonymised bands and categories (role bands, tenure, org structure, location, demographics), never names or identifiers. The synthetic agents are statistically faithful to your workforce without being any of its members, and groups smaller than 30 agents are never reported.
What does a SynPop engagement look like?
Most engagements start with a 30-minute discovery call on a decision you are already facing. The pilot is scoped to one live decision and one anonymised HR extract, with no integration work. Once the population is loaded, results typically arrive the same working day, and you keep using the same population for every scenario after it.
How does SynPop compare to off-the-shelf AI assistants or chatbots?
Those tools answer questions from text. They have no model of your workforce. SynPop is purpose-built: a synthetic population grounded in your own HR data, with segment differences and an evidence level attached to every result. You are not prompting a chatbot; you are querying a structured simulation.
Where does the data live, and who can see it?
Your data stays in your tenant, encrypted at rest and in transit, never used to train any other customer's model. SynPop is GDPR-aware, supports EU data residency, and your administrators control user access through role-based permissions and MFA enforcement. More on the Data & trust page.
Make better HR decisions before they go live.
See SynPop on your own population. We'll run a real scenario from your world in 30 minutes. No slide deck, no data required.
30 minDiscovery call
Same dayReadout, once your population is loaded
ZeroSurveys sent
Data encrypted in transit and at rest. Your tenant only. Never used to train any other customer's model. EU residency available.