Jobs & Partners

We currently don’t have open internal positions, but we’re always searching for project partners who also believe that the collaboration of expert niche players outperforms competing against each other. Based on the specific needs from our customers, we aim to offer them highest value through collaboration. Please read more about what we stand for, and what we do.

1. Collaborating ecosystem

Simple Complexity is a People Analytics consulting company collaborating with an ecosystem of partnering companies and freelancers. We believe in the collaboration of partners who have a clear focus, and who are the best in what they do. This mainly in the domain of:

  • machine learning,
  • data engineering,
  • analytics driven mobile apps,
  • next gen HR tech,
  • HR business consulting.

2. What are we standing for?

People Analytics is about improving the impact of HR initiatives on business success. We want to make work better through people analytics. The biggest value we keep in mind in our projects is to make work meaningful. Meaningful from the perspective of all stakeholders, being it investors, partners, employees and customers. Whether we implement a strategic workforce planning application or a more operational recruitment analytics solution, future business outcomes will be highest while balancing the benefits of all stakeholders instead of favouring one against the other.

 3. Why People Analytics?

People analytics is based on a combination of domain knowledge and the use of data. The result of this combination is often being seen as magic or a black box, but the reality is rather straight forward and rational. Here an example how it works.

Domain expertise

People Analytics domain expertise includes but also goes beyond HR best practices, and are focussed on how HR initiatives can improve business outcomes. A simple example is the impact of employee satisfaction on customer satisfaction (often measured by Net Promotor Score or NPS). In contrast to the NPS which is being measured by the one question “Would you recommend our service/product X”, the NPS for HR is based on three questions instead of one. The three questions are based on scientific research findings that employee satisfaction has three main drivers. If you want to make the NPS for HR actionable and having a business impact, you need to measure these three dimensions and act upon the right dimension. The total NPS for HR is the sum of the 3 dimensions.

Data ninja’s

To measure how employee satisfaction is being impacted by e.g. leadership, there are several technics which can be used. A common example is the use of Organisational Network Analysis, which will reveal e.g. key influencers within the company, the network distance between two teams, etc. One of the ways to better understanding employee satisfaction, is to compare the size of team members internal networks, with the reach of the leadership’s network. Other useful data ninja tricks are simulation technics, visual data exploration, etc.

4. You?

Thx for reading until here! If you share our values, passion and collaborative mindset, then we love to get in touch!

Sam | +32 485 585452.