GITNUXSOFTWARE REVIEW
HR In IndustryTop 10 Best HR Data Analytics Software of 2026
Compare hr data analytics software options for HR teams, covering features and tradeoffs to support shortlisting decisions.
How we ranked these tools
Vendors set the topic, but our editors set the inclusion criteria and the evaluation framework before research starts.
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Framework: Features 40% · Ease 30% · Value 30%
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Culture Amp is the best pick for HR teams that want employee listening tied directly to manager action planning because engagement insights convert into commitments with follow-up tracking, whereas ChartHop is a strong alternative for org-structure and workforce planning work thanks to interactive org modeling that links people, reporting lines, and scenarios.
Editor’s top 3 picks
Three quick recommendations before you dive into the full comparison below — each one leads on a different dimension.
Culture Amp
Engagement action planning converts survey findings into manager-owned commitments, follow-up tasks, and progress tracking.
Best for: Fits when organizations need employee listening tied directly to manager action planning and performance workflows.
ChartHop
Editor pickVisual org modeling connects employee data, compensation, reporting lines, and planning scenarios in one interactive workspace.
Best for: Fits when HR teams need connected org charts, workforce reporting, and structured planning workflows.
HiBob
Editor pickBob’s configurable employee lifecycle workflows coordinate onboarding, approvals, document collection, and offboarding across distributed teams.
Best for: Fits when growing international teams need configurable HR workflows and accessible workforce reporting in one system.
Comparison Table
Culture Amp
vertical specialistCulture Amp analyzes employee experience, engagement, performance, and retention data.
Engagement action planning converts survey findings into manager-owned commitments, follow-up tasks, and progress tracking.
Culture Amp differentiates through integrated employee listening, engagement analysis, performance management, and development workflows. Survey templates, pulse surveys, lifecycle feedback, and benchmark comparisons support recurring workforce analysis.
Managers receive action planning tools, while administrators can segment results by organizational attributes and control access to sensitive responses. Its analytics focus is strongest for engagement and employee experience rather than headcount forecasting or payroll-derived reporting.
- +Combines engagement surveys, lifecycle feedback, performance reviews, and development plans.
- +Action planning connects survey findings to assigned manager commitments and follow-up activities.
- +Benchmark comparisons add context to engagement scores across teams and survey dimensions.
- +Segmentation supports analysis by department, tenure, location, and other employee attributes.
- –Headcount reporting and workforce planning are outside its primary analytics scope.
- –Predictive attrition modeling is less central than engagement measurement and action planning.
- –Advanced segmentation requires disciplined employee-data maintenance and governance.
- –Performance and development workflows can increase administrative complexity beyond survey programs.
HR analysts and people leaders
Compare engagement and feedback across org
Clear workforce visibility
Talent leaders and review administrators
Calibrate ratings before final decisions
Aligned performance decisions
Show 2 more scenarios
HR teams and people managers
Run repeatable annual appraisal cycles
More consistent reviews
Structured appraisal cycles support reviewer assignments, evidence capture, ratings, and approvals.
HR and leadership development teams
Coordinate structured 360 feedback cycles
Broader employee input
Nominations and multi-rater questionnaires collect open text and structured feedback for assessment and development.
Best for: Fits when organizations need employee listening tied directly to manager action planning and performance workflows.
ChartHop
specialistChartHop connects people data, organizational structures, and workforce planning in one platform.
Visual org modeling connects employee data, compensation, reporting lines, and planning scenarios in one interactive workspace.
HR analytics products commonly focus on dashboards, while ChartHop combines organizational modeling with workforce reporting and planning workflows. Its visual org chart connects employee records, compensation details, headcount changes, and reporting relationships in one navigable model.
Teams can build custom metrics, run scenario plans, manage approvals, and connect HR systems through integrations and API access. The main tradeoff is administrative complexity for organizations that need extensive data modeling or highly governed reporting.
- +Visual org chart links workforce records to reporting lines and planning scenarios.
- +Custom metrics support headcount, compensation, turnover, and organizational reporting.
- +People planning workflows cover approvals, hiring requests, and organizational changes.
- +Integrations and API access support connections with HR and payroll systems.
- –Complex organizational models require careful configuration and data ownership rules.
- –Advanced planning workflows can require administrator involvement.
- –Predictive attrition analysis is less central than reporting and planning.
- –Dashboard customization may require more effort for highly specific executive reporting.
DEI and people analytics teams
Filter demographics across time periods
Reusable diversity reports
HR and people analytics teams
Analyze attrition by tenure and reason
Repeatable turnover insights
Show 2 more scenarios
Org design and HR leadership
Assess spans of control patterns
Visibility into team structure
Reporting relationships and workforce analytics help examine management layers and structural coverage.
Total rewards and compensation teams
Route compensation decisions with documentation
Traceable compensation decisions
Jobs connect to market and range context while pay decisions move through review and documentation workflows.
Best for: Fits when HR teams need connected org charts, workforce reporting, and structured planning workflows.
HiBob
SMBHiBob provides HR reporting and workforce analytics through its people management platform.
Bob’s configurable employee lifecycle workflows coordinate onboarding, approvals, document collection, and offboarding across distributed teams.
Growing companies with distributed teams get a unified HR record, configurable workflows, and reporting through HiBob’s HRIS. Bob covers onboarding, time off, performance, compensation, engagement surveys, and employee lifecycle reporting.
Its people analytics dashboards support headcount reporting and workforce segmentation, while integrations connect payroll, finance, identity, and collaboration systems. API access and workflow automation add extensibility, but advanced predictive modeling and deep data-warehouse controls are limited.
- +Configurable onboarding and offboarding workflows reduce manual HR administration
- +Custom dashboards support headcount reporting across entities and locations
- +Engagement surveys connect sentiment data with employee records
- +API and integrations support payroll, identity, finance, and collaboration workflows
- –Advanced predictive attrition modeling is not a core capability
- –Complex multinational payroll often requires connected specialist systems
- –Custom reporting depth may not match dedicated people data warehouses
- –Granular governance requires careful role and workflow configuration
HRIS administrators and systems teams
Synchronize employee data via APIs
Less duplicate data entry
People analytics teams and HR leaders
Monitor headcount and turnover trends
Operational trend insight
Show 2 more scenarios
HR administrators and people ops teams
Govern employee profile changes
More consistent records
Approved employee profile changes manage custom fields, reporting lines, and organizational data for consistency.
Workforce planning teams
Model staffing scenarios for gaps
More structured staffing decisions
Scenario modeling uses roles, org structure, skills, and workforce gaps to plan headcount changes.
Best for: Fits when growing international teams need configurable HR workflows and accessible workforce reporting in one system.
Lattice
SMBLattice provides people analytics across performance, engagement, goals, and compensation data.
Lattice Insights connects survey responses, goals, reviews, and manager data for cross-module people analysis.
Lattice connects performance reviews, goals, engagement surveys, and compensation workflows in one people management system. Its analytics surfaces relationships between employee feedback, goal progress, manager effectiveness, and performance outcomes.
- +Connects goals, reviews, engagement surveys, and compensation workflows.
- +Custom dashboards support recurring headcount and performance reporting.
- +HRIS integrations reduce manual employee record maintenance.
- +Manager effectiveness data links feedback with performance processes.
- –Predictive attrition modeling is not a core capability.
- –Payroll and absence analysis require external systems.
- –Advanced reporting may require careful metric and permission configuration.
- –Data warehouse use cases exceed the native reporting model.
People analytics and HR teams
Examine engagement and performance signals
Manager-level insight
Recruiting and talent acquisition teams
Standardize evaluation scorecards
More repeatable decisions
Show 2 more scenarios
Department leaders and operating teams
Track quarterly objectives with dashboards
Shared objective visibility
Objective cycles with templates provide rollups and dashboards to monitor progress across teams.
Talent management and org development teams
Link development plans to talent reviews
Documented development actions
Employee profiles and role context connect development plans with talent review outcomes for succession visibility.
Best for: Fits when people teams need connected performance, engagement, and compensation reporting across a growing organization.
Leapsome
SMBLeapsome analyzes employee engagement, performance, goals, and learning data.
Action plan workflows turn engagement survey results into assigned, trackable follow-up tasks.
HR teams needing connected people processes receive performance reviews, engagement surveys, goals, and development workflows in one system. Leapsome links employee feedback with manager actions, competency frameworks, and learning assignments.
- +Combines surveys, goals, reviews, competencies, and development plans
- +Action plans connect survey findings to assigned follow-up work
- +Customizable review cycles support different teams and employee groups
- +Integrations reduce duplicate employee data entry across HR systems
- –Limited dedicated workforce planning and headcount modeling depth
- –Advanced retention and compensation analysis require external data sources
- –Configuration can become complex across multiple review and survey cycles
- –Reporting centers on Leapsome modules rather than a broad HR data warehouse
HR, people analytics, and org leaders
Track engagement drivers via pulse surveys
Recurring engagement view
Talent, learning, and people development teams
Plan skills against role competencies
Structured development planning
Show 2 more scenarios
People managers and employees
Run coaching through check-ins and feedback
More frequent coaching
Check-ins, feedback requests, recognition, and goal progress discussions support more regular coaching cycles.
HR and people operations teams
Standardize recurring performance review cycles
Consistent performance assessments
Templates support repeatable assignments, evidence, approvals, and reminders for consistent reviews.
Best for: Fits when HR teams need engagement and performance data connected to recurring manager workflows.
UKG People Analytics
enterpriseUKG People Analytics provides workforce reporting across HR, payroll, scheduling, and time data.
Prebuilt UKG workforce dashboards combine operational HR metrics with filters and drill-down analysis.
Large HR teams with UKG data benefit most from UKG People Analytics because its prebuilt workforce metrics connect directly to UKG HCM records. Interactive dashboards support headcount, turnover, absenteeism, compensation, and recruiting analysis. Configurable reporting, role-based access, and scheduled distribution support recurring management reviews.
- +Prebuilt metrics reduce recurring HR reporting work
- +Native UKG data connections support consistent workforce views
- +Role-based access supports controlled distribution
- +Drill-down dashboards help explain workforce changes
- –Multi-system reporting may require additional integration work
- –Metric definitions need governance across HR teams
- –Advanced analysis can depend on UKG module coverage
- –Customization may require administrator support
Enterprise HR leaders
Monthly workforce performance reviews
Faster leadership reporting
People analytics teams
Employee turnover analysis
Clearer retention priorities
Show 2 more scenarios
HR operations managers
Recurring compliance reporting
Consistent reporting cycles
Scheduled reports distribute standardized workforce measures to authorized stakeholders without repeated manual preparation.
Workforce planning teams
Headcount and absence tracking
Better staffing decisions
Trend views reveal staffing changes and absence patterns across departments and operating locations.
Best for: Fits when large HR teams need governed reporting from UKG workforce records.
Revelio Labs
API-firstRevelio Labs provides workforce intelligence from public and proprietary labor market data.
Workforce movement datasets built from public professional and employment signals for company, role, skill, and location comparisons.
Revelio Labs converts public workforce data into labor-market intelligence for benchmarking, talent strategy, and workforce planning. Its datasets cover employment histories, skills, job movements, company changes, and labor-market trends without requiring direct access to internal employee records.
- +Links workforce movement data with company, role, skill, and location analysis.
- +Supports external benchmarking without importing confidential employee records.
- +Provides labor-market datasets for talent supply and competitive hiring analysis.
- +Useful research layer for workforce planning and strategic talent decisions.
- –Does not replace internal HR reporting for employee-level payroll or absence data.
- –Public-source coverage can vary by geography, occupation, and employer.
- –Interpretation requires analysts who understand labor-market data limitations.
- –Native workflow automation and administrative controls receive less emphasis than analytics content.
HR analytics and planning teams
Plan headcount against market demand
Reduced hiring planning uncertainty
Talent acquisition and staffing teams
Assess external talent supply for roles
Faster sourcing strategy decisions
Show 2 more scenarios
Compensation and workforce strategy
Benchmark attrition and mobility across companies
Better retention interventions
The platform supports attrition and company-change analysis for competitive workforce comparisons.
L&D and skills planning managers
Track skill trends and capability gaps
More targeted training roadmaps
Labor-market trends and skills data support capability mapping for workforce development priorities.
Best for: Fits when strategy teams need external labor-market intelligence alongside internal HR reporting.
Oracle Fusion HCM Analytics
enterpriseOracle Fusion HCM Analytics analyzes workforce, talent, and HR operations data.
Fusion HCM subject areas connect Oracle transactional workforce data with governed Oracle Analytics Cloud dashboards.
HR analytics suites commonly separate reporting from operational HCM data, while Oracle Fusion HCM Analytics connects analytics content directly to Oracle Fusion Cloud HCM. Prebuilt subject areas cover workforce movement, compensation, recruiting, absence, performance, and headcount reporting.
- +Prebuilt workforce and talent metrics reduce initial dashboard design work.
- +Direct Oracle Fusion HCM integration keeps transactional context attached to analytics.
- +Role-based security supports controlled access to sensitive employee data.
- +Oracle Analytics Cloud enables governed semantic models and scheduled reporting.
- –External HR systems require additional integration design and data mapping.
- –Advanced customization can demand Oracle Analytics and HCM administration skills.
- –Non-Oracle payroll and recruiting data may require separate pipelines or connectors.
- –Metric definitions can become difficult to govern across customized implementations.
Global HR COEs
Track headcount and workforce movement trends
Faster staffing and planning decisions
Compensation analysts
Analyze compensation and pay distribution
More consistent pay insights
Show 2 more scenarios
HR recruiting operations
Monitor recruiting funnel and pipeline outcomes
Improved hiring process visibility
Configured data models connect recruiting data to dashboards for funnel and outcome visibility.
HR reporting managers
Report absence and performance trends
Standardized performance and absence reporting
Fusion HCM Analytics dashboards combine absence and performance metrics with governed data definitions.
Best for: Fits when Oracle Fusion HCM customers need governed workforce reporting across core HR, talent, recruiting, and compensation.
One Model
enterpriseOne Model unifies HR data for workforce analytics, reporting, and predictive modeling.
One Model Data Engine creates reusable workforce models that connect source data, business rules, scenarios, and reports.
One Model combines data integration, workforce planning, reporting, and analytics in a shared modeling environment. Connectors and APIs can bring together HRIS, payroll, finance, recruiting, survey, and operational sources. Administrators can define dimensions, hierarchies, formulas, security rules, and reporting structures instead of relying only on fixed templates.
- +One Model Data Engine supports configurable dimensions, hierarchies, formulas, and calculated metrics
- +Combines workforce planning, reporting, dashboards, and scenario analysis
- +Integrates HR, finance, payroll, recruiting, and operational data
- +Supports role-based access and governed metric definitions
- –Initial data mapping and model design require specialist administration
- –Broad configuration can slow deployment for narrowly scoped reporting needs
- –Advanced planning workflows depend on carefully maintained source data
- –Users may need training to manage multidimensional models
Enterprise workforce planning teams
Model headcount and labor scenarios
Aligned workforce plans
People analytics leaders
Unify cross-system workforce reporting
Consistent executive reporting
Show 2 more scenarios
HR data administrators
Govern workforce metrics centrally
Controlled metric governance
Administrators control dimensions, formulas, access rules, refresh workflows, and report structures from one modeling environment.
Finance and HR partners
Connect labor plans with budgets
Faster planning alignment
Partners link workforce assumptions to financial plans and evaluate staffing impacts across departments and scenarios.
Best for: Fits when enterprise HR teams need governed workforce planning across HR, finance, and operational data.
Visier
enterpriseVisier provides workforce analytics, planning, and people intelligence for enterprise HR teams.
Visier's People Cloud connects standardized workforce data with predictive analysis and workforce planning scenarios.
Visier connects HR, payroll, recruiting, survey, and finance data through a standardized people data model. Analysts can move from executive dashboards to workforce segmentation, attrition prediction, and contributing-factor analysis without rebuilding each view. Scenario planning supports headcount decisions by linking workforce assumptions with business targets.
- +Standardized people data model reduces inconsistent HR metric definitions
- +Predictive analysis connects attrition risk with contributing workforce factors
- +Scenario planning supports headcount decisions across business units
- +Role-based access supports controlled executive and analyst reporting
- –Implementation requires detailed source mapping and metric governance
- –Advanced analysis can require specialist HR analytics skills
- –Data quality issues in source systems can affect reported insights
- –Smaller organizations may not use the full feature breadth
Enterprise HR leadership
Compare turnover across global divisions
Prioritized retention interventions
Workforce planning teams
Model future headcount requirements
More defensible staffing plans
Show 2 more scenarios
Talent acquisition leaders
Analyze recruiting funnel performance
Improved recruiting decisions
Recruiting analytics connect requisitions, candidate movement, hiring speed, and downstream employee outcomes.
Compensation and rewards teams
Review pay equity patterns
Clearer pay adjustment priorities
Compensation views segment pay relationships by role, location, level, and demographic attributes.
Best for: Fits when enterprises need governed workforce analysis across fragmented HR and business systems.
Conclusion
After evaluating 10 hr data analytics software, Culture Amp stands out as our overall top pick — it scored highest across our combined criteria of features, ease of use, and value, which is why it sits at #1 in the rankings above.
Use the comparison table and detailed reviews above to validate the fit against your own requirements before committing to a tool.
How to Choose the Right Hr Data Analytics Software
HR data analytics software ranges from governed workforce modeling to engagement-focused reporting. One Model, UKG People Analytics, Visier, Oracle Fusion HCM Analytics, Lattice, HiBob, Culture Amp, ChartHop, Revelio Labs, and Leapsome cover distinct approaches to workforce data, planning, employee feedback, and external labor-market comparison.
One Model leads the list with reusable models that connect source data, rules, scenarios, and reports. UKG People Analytics and Oracle Fusion HCM Analytics emphasize governed reporting within their respective HCM ecosystems, while Visier focuses on standardized workforce analysis and predictive insights.
What HR Data Analytics Software Connects and Measures
HR data analytics software combines workforce records with dashboards, metrics, planning models, survey results, or external labor-market signals. One Model creates configurable dimensions, hierarchies, formulas, and scenarios, while UKG People Analytics provides prebuilt dashboards with filters and drill-down analysis.
Product scope differs across the category. Lattice connects goals, reviews, surveys, and compensation workflows, while Revelio Labs analyzes public professional and employment signals for company, role, skill, and location comparisons. Buyers should distinguish internal employee reporting from people analytics, workforce planning, engagement analysis, and external labor-market benchmarking.
Evaluation Criteria for HR Data Analytics Software
HR data analytics software should match the organization’s reporting scope, source systems, and planning requirements. The strongest options preserve metric definitions across dashboards, workflows, and connected HR records.
Reusable workforce models
One Model Data Engine combines source data, business rules, scenarios, and reports through configurable dimensions, hierarchies, formulas, and calculated metrics. ChartHop instead centers analysis on interactive organization models that connect reporting lines, compensation, and planning scenarios.
Native HCM data connections
UKG People Analytics uses native UKG workforce connections and prebuilt dashboards for filtered operational reporting. Oracle Fusion HCM Analytics attaches transactional context from Oracle Fusion HCM to governed Oracle Analytics Cloud dashboards.
Standardized metrics and predictive analysis
Visier applies a standardized people data model across fragmented HR and business systems. Its predictive analysis links attrition risk with contributing workforce factors.
Cross-module employee analysis
Lattice Insights connects survey responses, goals, reviews, compensation workflows, and manager data. Culture Amp and Leapsome also connect engagement feedback with performance or development workflows, but their primary emphasis remains action planning rather than broad workforce modeling.
Workflow-driven HR operations
HiBob coordinates onboarding, approvals, document collection, and offboarding across distributed teams. Its configurable workflows add operational depth that engagement-focused products such as Culture Amp and Leapsome do not provide.
External labor-market signals
Revelio Labs uses public professional and employment signals for company, role, skill, and location comparisons. The product complements internal reporting instead of replacing employee-level payroll or absence records.
Choosing Between Workforce Models, HCM Reporting, and Engagement Analytics
Selection depends first on the analytical boundary. Internal HCM reporting, cross-system workforce modeling, employee feedback analysis, and external labor-market comparison require different data sources and operating workflows.
Define the primary analytical boundary
Choose One Model or Visier when analysis must combine multiple HR and business sources. Choose UKG People Analytics or Oracle Fusion HCM Analytics when the organization already operates mainly within the corresponding HCM ecosystem.
Choose model-led planning or dashboard-led reporting
One Model supports reusable dimensions, formulas, scenarios, and reports for planning-led programs. UKG People Analytics prioritizes prebuilt dashboards and drill-down reporting, which suits recurring operational views with less model design.
Separate internal records from external benchmarks
Revelio Labs fits external labor-market comparisons based on public signals. It cannot replace internal payroll, absence, or employee-level reporting, so organizations needing those records require another connected system.
Select feedback analysis or workforce operations
Lattice, Culture Amp, and Leapsome focus on surveys, reviews, goals, development, and manager follow-up. HiBob is better suited to teams that need lifecycle workflows such as onboarding, approvals, document collection, and offboarding.
Test governance and administration workload
Visier, One Model, and Oracle Fusion HCM Analytics require disciplined source mapping, metric definitions, or administrator skills for advanced use. Simpler reporting needs may favor UKG People Analytics, while complex multinational workflows may require specialist payroll connections beyond HiBob.
Which HR Teams Benefit From Each Analytics Approach
The products serve different operating models. Enterprise analytics teams often need governed cross-system models, while people teams may prioritize connected feedback, performance, or lifecycle workflows.
Enterprise workforce planning teams
One Model supports governed planning across HR, finance, and operational data through reusable models and scenarios. Visier adds standardized analysis and predictive workforce insights across fragmented systems.
Organizations anchored to a major HCM platform
UKG customers can use UKG People Analytics for prebuilt workforce dashboards and consistent UKG records. Oracle Fusion HCM customers can retain transactional context through Oracle Fusion HCM Analytics.
People teams managing engagement and performance programs
Lattice connects surveys, goals, reviews, compensation, and manager data. Culture Amp and Leapsome convert feedback into assigned follow-up actions and development workflows.
International HR operations teams
HiBob provides configurable onboarding, approval, document collection, and offboarding workflows across entities and locations. Complex multinational payroll may still require specialist connected systems.
Strategy teams studying labor-market movement
Revelio Labs compares public workforce movement by company, role, skill, and location. It supports external benchmarking without importing confidential employee records.
Common HR Data Analytics Software Selection Errors
Many selection errors come from treating every product as a general workforce reporting platform. Product scope differs sharply between governed models, native HCM dashboards, engagement workflows, lifecycle administration, and external labor-market intelligence.
Choosing an engagement platform for workforce planning
Culture Amp and Leapsome center surveys, action plans, performance, and development. Organizations needing headcount modeling or broad workforce planning should assess One Model, Visier, ChartHop, or a suitable HCM analytics product.
Assuming native HCM reporting covers every source system
UKG People Analytics and Oracle Fusion HCM Analytics provide strong connections within their respective ecosystems. Multi-system reporting still requires integration design, source mapping, and metric governance.
Treating external labor-market intelligence as employee reporting
Revelio Labs uses public professional and employment signals. Payroll, absence, and employee-level records require an internal HR system or a connected analytics platform.
Underestimating model administration
One Model requires specialist data mapping and model design, while Visier and Oracle Fusion HCM Analytics can require detailed source mapping or platform administration. The implementation plan should assign ownership for definitions, hierarchies, formulas, and access.
Ignoring workflow depth during product selection
HiBob handles onboarding and offboarding operations, while Lattice, Culture Amp, and Leapsome handle manager follow-up from feedback or performance processes. Dashboard coverage alone does not indicate whether the product supports the required operational workflow.
How We Selected and Ranked These Tools
We evaluated One Model, UKG People Analytics, Visier, Oracle Fusion HCM Analytics, Lattice, HiBob, Culture Amp, ChartHop, Revelio Labs, and Leapsome across category-specific features, ease of use, and value. Features accounted for 40% of each score, while ease of use accounted for 30% and value accounted for 30%.
One Model ranked first because its Data Engine connects source data, business rules, scenarios, and reports through reusable workforce models. Its combined planning, dashboard, reporting, and scenario capabilities also cover more cross-functional workforce use cases than the engagement-focused and single-ecosystem products.
Frequently Asked Questions About Hr Data Analytics Software
Which HR data analytics software works best with fragmented HR and business systems?
How do integrations and APIs extend HR data analytics software?
When is a native HCM analytics product preferable to an independent platform?
What security and administration controls should HR analytics buyers assess?
What breaks if an HR analytics deployment lacks a consistent data model?
Which tools support workforce planning and scenario analysis?
Can HR analytics software analyze engagement and performance data together?
How should teams migrate data into an HR analytics platform?
Where do HR data analytics tools fall short for external labor-market analysis?
Tools reviewed
Primary sources checked during evaluation.
Referenced in the comparison table and product reviews above.
Funding and competing interests
This study was co-funded by several of the vendors assessed in it. No single vendor funded it. Funders could propose the market studied.
They had no role in selecting vendors, setting or weighting criteria, analysing data or drawing conclusions, and they received the same factual-accuracy check as every other vendor assessed.
Market definition, inclusion rules and criteria weights were fixed by an editor before research began and did not change afterwards. Editorial process →
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