G2

Anna H.

HR Manager

Computer Software

Mid-Market (51-1000 emp.)

7/26/2026

"Recruiting and workforce data finally live in one shared view"

4.5/5

What do you like best about Klipfolio?

We use Klips to bring Employee Headcount, Turnover Rate, Retention Rate, Average Tenure, Absenteeism Rate, Time to Fill, Offer Acceptance Rate, and Training Completion Rate into a single HR dashboard. Not every metric is relevant in every meeting, but keeping them in a shared structure means the conversation no longer depends on someone rebuilding a presentation the night before. Klipfolio can pull data from cloud applications, spreadsheets, databases, files, and APIs, and each Klip can display a chart, table, indicator, or gauge. The formula logic feels familiar to anyone who has spent a lot of time in spreadsheets, while still giving us the flexibility to define metrics the way the business actually uses them. For turnover, for example, we exclude temporary contracts that ended as planned, and we track voluntary departures within the first ninety days as a separate category. That may sound like a minor adjustment, but the wrong definition can make one department look unstable when the underlying issue is simply seasonal staffing. Review collected by and hosted on G2.com.

What do you dislike about Klipfolio?

Simple visual tweaks are straightforward: renaming a title or switching chart types doesn’t take much effort. The learning curve shows up once a dashboard starts combining multiple sources, working with arrays, using more complex formulas, and keeping filters consistent across every component. Someone who’s comfortable in Excel will recognize some of the underlying logic, but that doesn’t mean they’ll immediately understand how each Klip behaves, or how a single filter can ripple through several calculations. The product is flexible, but that flexibility still requires real ownership and attention to detail. Review collected by and hosted on G2.com.

What problems is Klipfolio solving and how is that benefiting you?

Our quarterly workforce review was two days away when we found that finance and HR were presenting different headcount numbers, while the recruiting report still counted three canceled hires as filled positions. We connected the HRIS export, ATS data, and workforce planning sheet through Data Sources, then agreed on a single definition for an active employee before building Klips for headcount, new hires, departures, Time to Fill, offer acceptance, and turnover within the first ninety days. The first version showed a sharp retention drop in operations, which immediately looked like a management problem. After filtering the data, we found that temporary contracts were being counted as unplanned exits. We corrected the formula and kept that population visible as its own category instead of hiding it to improve the result. We then added department and location filters, restricted access to identifiable employee data, and scheduled a cleaner executive view for leadership. Klipfolio did not resolve the disagreement between HR and finance automatically. It forced us to define the numbers once, exposed a bad assumption before it became a business conclusion, and gave us enough flexibility to answer follow-up questions during the meeting without promising another spreadsheet the following week. Review collected by and hosted on G2.com.