Nowadays companies are dynamic environments always changing and adapting to evolving needs. Every single day, companies manage people facing multiple issues: (a) the hiring process; (b) the onboarding process; (c) managing people on projects; (d) losing skilled workers and onboarding new ones over time; (e) determining learning paths for all employees to target emerging needs before demand becomes high. Allocating people across multiple projects while considering skill matching for tasks, different project requirements, the substitution of people on tasks, learning paths, employee satisfaction, and the timelines for tasks and projects is a very complex problem. Our company’s business is consultancy and we decided to build this tool to support human resource decisions in our ecosystem, where projects often have strict, short timelines, time-to-market is generally brief and the rate of employee turnover is high. The development of our system starts with the analysis of the existing workflow for hiring and management. In order to reduce the churn score, we decided to ingest additional metadata into the system, such as the organizational graph and the feedback from retrospective sessions (scheduled at fixed intervals and in our standardized format). These are used in the system as an attention mechanism. Our product is born as a system to assist with hiring and highlight internal competencies, aiming to improve employee reliability. It analyzes the organizational structure of companies and the lower levels of teams to increase group cohesion and reduce employee turnover. It provides behavior suggestions to boost internal rewards and helps guide appropriate investments in training and development. The concept developed within our system is derived from sociological science, focusing on best practices for reducing employee turnover and improving worker well-being. Losing a person after forming him is a very high cost; often, it may be better to lose a project of three months than a resource. Our product offers an effective system for providing information to newly onboarded employees, reducing uncertainty about company practices. It could help understand why an employee is leaving, in order to allow us to take action to retain them. Having a straightforward system to identify emerging technology boosts employer satisfaction and shortens our company’s time to market.