A rapidly growing global gaming studio faced significant data chaos, common in environments where multiple HR systems evolve quickly during scale.
The People team had the right questions, the right intentions, and the right talent, but their data stood in the way.
People data lived in Workday, the ATS, DEI files, and surveys that could not talk to each other. No shared IDs or logic meant constant rework and clashing metrics between teams. Analysts spent most of their time cleaning spreadsheets instead of doing people analytics, which slowed decisions and blocked strategic workforce conversations.
We led a complete data readiness and automation overhaul.
Audit and map every people-data system end to end, document transformation rules/edge cases, resolve conflicts and gaps, and create a shared metrics dictionary so HR, Talent, and Finance use the same definitions.
Replace manual Excel work with automated pipelines that merge siloed datasets, standardize key fields (names, job families), align DEI categories, and run nightly refreshes with validation checks to protect data quality.
Launch real-time dashboards that unify the candidate-to-employee funnel, DEI trends, headcount budget vs. actuals, and Team Health insights—then drive adoption by walking leaders through data lineage, metric sources, and known limitations so they can use the outputs confidently.
