Understand what’s really happening inside your organization
We transform data into decisions so you can act with clarity, anticipate problems, and improve your teams’ performance.
Metrics don't fully explain everything.
In many organizations, people-related decisions are made based on partial signals such as turnover, performance, or employee climate. However, these metrics do not fully explain what is actually happening.
- ¿Por qué se están marchando determinadas personas o equipos?
- Why are certain people or teams leaving?
- Which profiles are more likely to stay and perform well?
- Which recruitment channels generate better hires?
- Which training, benefits, or wellbeing initiatives have real impact?
- Where are the early signs of burnout, disengagement, or flight risk?
- Is the compensation policy coherent, competitive, and perceived as fair?
Many people decisions are still made by intuition.
In many companies, signals appear long before the problem becomes visible: rising turnover, new hires who don’t stay, teams losing engagement, benefits that go unnoticed, or training initiatives whose impact is unclear.
But when data is scattered or not interpreted correctly, the organization ends up reacting too late.
LabPeople was created to bring clarity.
As a spin-off of VVA Consultants, we combine data analysis with organizational understanding to help you see what is happening inside your teams and make better decisions.
We apply statistical and predictive models to provide evidence for key HR decisions, such as:
- Optimizing recruitment processes
- Redesigning training programs
- Adjusting compensation policies
- Detecting teams at risk
- Measuring employee wellbeing
- Improving the employee experience
Our approach transforms organizational complexity into clear, actionable information. We don’t seek more data, but rather to understand what it means and what decisions it enables.
At LabPeople, we help organizations transform their people management by combining proprietary technology, proven methodologies, and the expertise of a specialized team. This allows each company to move forward by aligning purpose, priorities, and well-being.
We offer an integrated training and services solution that works alongside leaders to strengthen capabilities, promote healthier cultures, and support processes of change and transformation.
The goal is not to have more data.
It’s to understand what it means — and what decisions it enables.
Services
1
What remains unseen in talent attraction and selection
Recruitment processes generate invisible impacts that shape the quality of the talent that joins the organization.
We analyze:
- The real perception of the employer brand
- How the selection funnel works and where candidates drop off
- Biases that distort decision‑making
- The candidate experience and its impact on conversion
What we do:
- Employer brand audit and message consistency review
- Diagnosis of the selection funnel and optimization of sourcing channels
- Bias detection and actionable recommendations
- Candidate experience improvement based on data and feedback
2
What remains unseen in onboarding and cultural integration
Onboarding determines adaptation speed and retention, yet many barriers go unnoticed.
We analyze:
- Integration barriers and critical points in the process
- Cultural fit and alignment with the team
- Factors explaining early turnover
- The onboarding experience from the employee’s perspective
What we do:
- Integration mapping and friction detection
- Cultural fit assessment and team recommendations
- Protocols to reduce early attrition
- Redesign of the onboarding process using qualitative and quantitative data
3
What surveys don’t say
Surveys reveal only part of the picture. Real climate emerges in conversations, tensions, and perceptions that are not always expressed.
We analyze:
- Emotional wellbeing (BET Test)
- Psychosocial risks and tension patterns
- Cultural tensions and informal dynamics
- Absenteeism and its underlying factors
What we do:
- Emotional wellbeing assessment using the BET methodology
- Comprehensive climate and psychosocial risk diagnosis
- Action plans and interventions to strengthen psychological safety
- Training and development programs tailored to real needs
4
What remains unseen in performance and equity
Promotion and compensation decisions are not always transparent, creating invisible inequalities.
We analyze:
- Pay bias and internal consistency
- Equal opportunities and promotion patterns
- Biases in career paths and decision‑making
- Compensation policies and their impact on motivation
What we do:
- Compensation studies and pay equity models
- Promotion and career path audits
- Bias detection and recommendations for fairer processes
5
What remains unseen in turnover and offboarding
An employee’s departure reveals critical information that is often not captured or correctly interpreted.
We analyze:
- The real reasons behind exits (beyond official statements)
- Areas with higher turnover risk
- The true cost of turnover for the organization
- The quality of the offboarding process and its reputational impact
What we do:
- In‑depth analysis of exit reasons and risk patterns
- Mapa de rotación por área y recomendaciones específicas.
- Calculation of turnover cost and potential savings scenarios
- Redesign of the offboarding process to turn it into a source of insights and improvement
Methodology
A clear method to move from intuition to evidence
LabPeople works with a structured process that combines data analysis with a human understanding of the organization.
We don’t just deliver reports. We help turn available information into clear criteria for deciding where to act, how to prioritize, and what impact to expect.
1
Diagnosis
We identify the organization’s key questions and review which data can help answer them.
Before analyzing, we define what needs to be understood: turnover, recruitment, climate, performance, wellbeing, pay equity, or the impact of HR initiatives.
2
Analysis
We organize, cross‑reference, and analyze the data to detect relevant patterns.
We look for relationships that are not always visible at first glance: differences between areas, risk signals, retention factors, performance evolution, or the impact of specific actions.
3
Interpretation
We connect the results with the company’s reality.
Data alone doesn’t tell the whole story. Organizational interpretation allows us to understand what is truly happening within teams.
4
Recommendations
We translate the analysis into concrete, actionable decisions.
Each recommendation answers three questions: what is happening, why it matters, and what should be done next.
5
Impact Measurement
We help assess whether the implemented actions generate the expected effect.
Organizational improvement doesn’t end with the diagnosis — it begins when the company makes better decisions and can measure their results.
The Team
Josep Anton Violán
CEO of VVA Consultants, with an extensive career in Human Resources consulting. Specialized in talent identification, assessment, and development. Expert in project management, executive advisory, and organizational change, combining a strategic approach with an operational mindset. He is also specialized in sports psychology, with experience in high‑performance sailing, having collaborated in three Olympic cycles and co‑authored the book Entrenamiento psicológico en vela.
Jana Vila Fàbregas
Sociologist specialized in Human Resources and People Analytics, with advanced training in data analysis applied to HR from Nebrija University (Madrid). Her experience focuses on analyzing workplace climate and organizational culture from a quantitative perspective, transforming data into insights that provide strategic vision and improve decision‑making in people management.