Hey everyone! I'm a mid-level recruiter who geeks out on numbers. Lately, HR analytics and metrics dashboards are popping up everywhere. On theconsultnow.com there are threads about predictive models for turnover, but I wonder if anyone else feels torn. Having data to spot flight risks or engagement dips is amazing, but I worry about reducing people to scores. Are analytics actually improving your hiring and retention outcomes, or do they sometimes backfire? How do you keep empathy front and center when data nudges you another way?