The $1 Million Analytics ROI Challenge

Updated: Dec 18, 2019

“HCMI guarantees a minimum of $1 Million in workforce ROI cost savings or productivity gains, or our time is free.” ~ Jeff Higgins, HCMI CEO

The Challenge

HCMI has found over a million dollars in productivity and cost savings value for 100+ companies.  We are so confident we can do this for ANY company that we are challenging you to step up and take away any excuses for not doing great workforce analytics.  In return, HCMI takes away the risk by guaranteeing we will find at least $1 Million in workforce ROI opportunities, or you pay nothing.

What to Expect

HCMI will analyze your workforce and find opportunities to increase its productivity and/or reduce costs by at least $1 Million annually.  You will receive a detailed and action-oriented analysis on your company’s workforce productivity, its trends for up to the last four years with industry comparisons, and the talent-focused drivers of revenue and profit.  HCMI will show you how to achieve that $1M+ improvement in concrete steps every year.

How to Get Involved

Let us know you are ready to take the challenge! And right now, you can:

Next Steps

What do I have to do?

All you have to do is sign a contract to provide data:

  1. We sign an NDA to ensure complete confidentiality, and a contract guaranteeing $1.0 million+ in ROI savings or productivity gains.

  2. HCMI loads your organization’s data into our proprietary tools and analytic models.

  3. We deliver a custom insight report showing what, where and how to get $1 million+ ROI.

  4. That was easy, can we do it again?

HCMI is a full service firm, offering consulting, training, technology, tools, and templates, so we can do all the work for you.  And, depending on your firm’s capacity, we can collaborate to find the ROI together or give your company the capability to self-sustain the $1M+ ROI every year.


My workforce data is highly confidential. How can I be sure it will be protected?

HCMI works with the latest in data security, encryption technology, processes and will work with your organization’s data security teams and standards to ensure your data is safe and confidential.  HCMI also engages with clients on every project with a mutual Non-Disclosure Agreement in place to protect all intellectual property and any sensitive information involved.

What kind of workforce insights will produce such a high ROI?

Our work covers all stages of the talent life cycle, from recruiting to retention, and everywhere in between:  workforce planning,  performance, development, career paths and talent flow, succession planning, compensation and benefits, etc. It also covers business insights, from financial to sales to capital, production, and so on. Depending on your data, there’s no limit to the range of areas we can focus on.

See examples of the kinds of questions we can help your business answer.

Is my satisfaction guaranteed?

HCMI’s guarantee ensures that you will be satisfied, and we will continue to work on finding your ROI opportunities and take you to the next level until you tell us to stop.

What does it cost?

HCMI will charge the lesser of 15% of the ROI value we create or our standard consulting and service rates for the project duration. That’s a guaranteed minimum productivity and savings to investment ratio of 5.7 to 1, or an ROI of 567%!

Take the Challenge!

First Name (required)

Last Name (required)

Your Email (required)

Your Phone (required)

Your Company (required)


Your Message

Not quite ready? Need more information?

At HCMI, we are passionate about workforce analytics and planning, and welcome you to initiate a conversation with us. Please contact us at, and we’ll follow up with you shortly.

Sample Contract Guarantee*

The following components outline HCMI’s proposed service components to support your company and deliver actionable findings on workforce productivity and cost savings impact of at least $1 Million, or there will be no charge for the service.

HCMI agrees as part of this engagement project, to quantify and show measurable and actionable opportunities representing workforce productivity and or cost savings impact of at least $1 Million. This savings or value creation may include one or more project opportunities within a qualifying organization or business unit. Payment for the services listed will be paid according to the following and per the terms of the Agreement. If the business case fails to identify at least $1 Million in workforce productivity and/or cost savings ROI opportunities, HCMI will not charge your organization for the project cost (excludes client required costs such as travel costs to and from client site).

For illustrative purposes only, actual contract language can vary based on client-specific engagement needs.

About HCMI

The Human Capital Management Institute was founded on the belief that organizations can and must find better ways of measuring their investments in human capital. HCMI strives to fundamentally change the way organizations make decisions about their workforce.  HCMI’s vision of the future is one in which human capital measurement and information is as integral to business decision making as financial information is today. Serving global clients, HCMI delivers advanced workforce intelligence training, consulting, and the world’s most advanced analytics and workforce planning modeling tools.

Top 25 Human Capital Questions

We all recognize how critical human capital is to the growth and success of any business, but many struggle to discern the key human capital metrics required to gain the insights necessary to make strategic decisions.

To help alleviate some of the pain, the Human Capital Management Institute (HCMI) has put together a list of the top 25 most important human capital questions that all HR leaders should be asking.

Questions We Can Answer

  1. Can we accurately forecast our workforce needs in the future?

  2. What percent of our workforce is customer-facing or revenue-generating? What is the trend?

  3. Can we model our workforce to optimize cost, profit and productivity?

  4. What is our workforce productivity? Is it higher than  peers?

  5. What is the marginal return of one dollar invested in workforce?

  6. Is the ROI on Human Capital higher than other investments?

  7. Is workforce productivity increasing, decreasing or static? How are we performing versus peers?

  8. What is the average time-to-full-productivity for new hires? For new hires in critical roles?

  9. What are predictive indicators of turnover? What percentage of employees are at risk?

  10. Are leaders effectively managing human capital? Do leaders  correlate to employee engagement, retention and performance?

  11. What business areas/positions/managers have the highest voluntary turnover? How do we compare to peers?

  12. Where does our best talent come from? Which managers are the best talent scouts and coaches?

  13. What is the cost of turnover to our business?

  14. Are we losing the right people(low performers) or the wrong people(high performers or critical roles/skills)?

  15. Do we know the leading drivers of employee turnover? Do we know the leading drivers of  retention?

  16. What is our quality of  new hires? Can we measure it?

  17. What recruiting source yields the most high performers? What recruiting source yields the best cultural fits?

  18. Is there a link between employee performance and total rewards? If so, do we know the optimal pay/performance mix?

  19. What is the total pay/rewards differential between high performers and average employees?

  20. Could we offer compensation and benefits that both cost less and engage/retain employees better?

  21. What is our Total Cost of Workforce as a percent of revenue?  As a percent of expenses? How do we compare to peers?

  22. What is the ROI of training to the firm?  Where could training investments improve productivity and profitability?

  23. Is internal mobility a source of value or turnover and cost? What percent of the workforce moves internally each year?

  24. What percent of the workforce has a defined career path?

  25. What is the link between employee engagement, customer satisfaction, revenue and profits? What are the drivers?

Proof of ROI

These are just a few examples of the Human Capital ROI that HCMI has uncovered for organizations of many different industries, sizes and sectors. See more detailed business cases.

Subscribe to Our Newsletter
  • Twitter
  • LinkedIn
  • Facebook
  • YouTube