WORKFORCE INTELLIGENCE LAYER FOR LARGE EMPLOYERS
You’re investing in your people, but problems persist, new ones keep emerging, and you can’t see which programs are working. Your bottom line pays for it.
Attract the right people. Keep them and grow them. Help every team perform at its best.
Signal is boots on the ground. We go into your locations to find out why people don’t apply, don’t stay or don’t perform. Then we set your Priority Levers and track the shift in your own numbers.
Intro calls take 30 minutes. We look at your numbers together. No pitch deck.
SOUND FAMILIAR?
Why can’t we staff a new location or project on time?
Why do new starters leave before they’re fully trained?
Why do some locations outperform others on the same systems, rosters and pay?
WHO WE WORK WITH
Built for employers with large operational teams, on site, on shift or on the floor.
Same method, different pressures. Find your sector below.
FRANCHISES & MULTI-SITE
Same brand, same system, different results.
For franchisors, franchisees, multi-site operators and management companies.
THE PRESSURE
Award rates keep rising, young casual teams turn over fast, and results vary between locations running the same system.
SIGNAL HELPS YOU
→ Find what your best locations do differently, and copy it
→ Get more return from the network-wide programs and incentives you already fund
→ Benchmark every location, including unplanned absence
BUYERS
Heads of operations, people and culture leads, franchise owners and area managers.
TOURISM & HOSPITALITY
Your guest experience is only as good as this season’s team.
For hotels, resorts, attractions, tour operators, venues and multi-property groups.
THE PRESSURE
Teams are rebuilt every peak, often where housing, travel and season length decide who says yes.
SIGNAL HELPS YOU
→ Bring good seasonal staff back
→ Find which perks and programs actually land with your team
→ Keep service consistent when teams change
BUYERS
Owners, general managers, and operations and people and culture leads.
LOCAL COUNCILS
Building the conditions for your region, starting with your own workforce.
For council works, infrastructure and operational teams.
THE PRESSURE
Hard-to-fill roles, competing with private employers on pay, and absence that leaves crews short.
SIGNAL HELPS YOU
→ Lift attendance and cut backfill and contractor costs
→ Get more from the workforce programs you already fund
→ Bring evidence to the regional workforce strategies you lead
BUYERS
Works and infrastructure managers, directors, people and culture leads and CEOs.
THE OPERATING REALITY
Labour is costing more, and there is less of it to go around.
Rise in modern award minimum wages from 1 July 2026 - on top of 3.5% the year before. Every hour lost to churn now costs more.
Source: Fair Work Commission, Annual Wage Review 2026
Job mobility in accommodation and food services - the highest of any Australian industry.
Source: ABS, Job Mobility, year to February 2026
Projected peak shortfall of Queensland construction workers in 2027–28 - the same trades and operators councils need for their own works teams.
Source: Construction Skills Queensland, Horizon 2032
THE THREE PROBLEMS SIGNAL SOLVES
Acquisition, retention and output are one system. Signal treats them that way.
The person you struggle to hire is the person you can’t afford to lose before they’re fully trained. Signal finds the behaviours that link all three - and the specific changes that move them.
Most organisations already run programs to fix these. The question is which ones are landing.
Acquisition
You can’t staff new sites, projects or shifts fast enough.
WHAT YOU SEE
Roles open too long. Offers declined or no-shows on day one. New openings and project ramp-ups delayed or run short-staffed.
WHAT SIGNAL FINDS
What candidates in your labour pool actually weigh up - rosters, travel, progression, reputation on the ground - and where your hiring process loses them.
MEASURED BY
Time-to-fill · offer acceptance · day-one show rate · cost per hire
Retention
You invest in people, and they leave before they grow into the roles you need them for.
WHAT YOU SEE
Early leavers in the first weeks. Experienced team members, trainers and supervisors poached. Big differences in turnover between locations run on the same model.
WHAT SIGNAL FINDS
The specific capability, opportunity and motivation gaps behind each exit - onboarding, supervision, rostering, recognition, pathway - ranked by how much turnover they drive.
MEASURED BY
New-starter retention · regretted turnover · tenure in key roles · promotion from within
Output
Your labour cost is rising faster than your output.
WHAT YOU SEE
Slow time to fully trained. Unplanned absence. Inconsistent speed and quality between teams, shifts and locations.
WHAT SIGNAL FINDS
What your best-performing locations and teams do differently, and what stops the rest from doing it - so the fix is a practice you can copy, not a slogan.
MEASURED BY
Time to fully trained · absence · output against plan
WHY SIGNAL
Surveys tell you how people feel. Signal tells you why they act, and what to change.
A survey gives you a score. Signal goes on the ground to find out what your people value, what’s working and what’s in the way, then shows you which of the programs you already run are reaching them, and which aren’t.
Built on international best practice: one peer-reviewed model that brings together 19 established models of behaviour change.
WATCH · 77 SECONDS
Why more spend doesn’t fix it
See how Signal works in the messy middle to make what you already run work harder.
| Engagement survey, generic program or AI tool | Signal | |
|---|---|---|
| Tells you | How satisfied people say they are | Which behaviours drive turnover and lost output, and why |
| Level of detail | Company-wide averages | Location, team and role |
| Fixes | Off-the-shelf initiatives | Priority Levers specific to your business, built on what you already run |
| Where the insight comes from | What’s already written down - surveys, reports, policies | What actually happens on the ground - observation, conversations with your people, mystery shopping and your own data |
| Success measured by | Next year’s survey score | Retention, time to fully trained, absence and output |
HOW IT WORKS
Diagnose. Prioritise. Make it stick.
01 · DIAGNOSE
Build your Lever Map
On-the-ground observation, interviews, a short team survey, mystery shopping and your existing people and operating data - mapped against the programs you already run.
You receive: your Lever Map - the programs you already run, mapped against what’s driving acquisition, retention and output, ranked by impact, with a baseline.
02 · PRIORITISE
Set your Priority Levers
A short, costed list of the levers that will lift results most - usually adjustments to programs you already run - with owners and measures linked to your KPIs.
You receive: your Signal Priority Levers, ready for your managers to act on, with support to make them stick.
03 · MAKE IT STICK
Track the shift
Re-measure against the baseline to confirm the underlying cause has moved, not just the headline number - then compare locations over time.
You receive: a results review and an optional annual benchmark.
BUILT TO SCALE
Prove it in one location. Then roll it out.
We train your area and field managers to run a short field observation at each location every quarter. Results feed a live dashboard that compares every location against its own starting point, so the cost per location falls as you grow.
How it works across a network →TURNOVER COST CALCULATOR
What is turnover costing you this year?
Enter your own numbers. Nothing is sent anywhere - this runs in your browser.
ESTIMATED ANNUAL COST OF TURNOVER
People replaced each year
Cost per person replaced
Cut turnover by 10 percentage points and save about
a year
Estimate only, using your inputs. Cost per person replaced = recruitment cost + paid training hours × hourly cost + weeks until fully trained × hours per week × hourly cost × 50% (assumed output gap while new starters ramp up). Excludes trainer and supervisor time, overtime to cover vacancies, and lost sales or service quality, so the true figure is usually higher.
WHAT WE KEEP FINDING
The gap is rarely a lack of programs. It’s what happens on the ground.
01 · ACQUISITION
1.6 per role
When people aren’t there, you recruit for the gap.
One operational team had to hire about 1.6 people for every role it needed filled.
02 · RETENTION
3.4× the cost
Programs cost more than anyone is counting.
One organisation’s program cost 3.4 to 3.7 times what it had been counting.
03 · OUTPUT
91% vs 4/10
Willing isn’t the same as able.
91% of operators wanted to do better, yet rated their own capability 4 out of 10.
Insights from Signal and Luminair Systems project work. Client details are de-identified.
See all findings and case studies →ENGAGEMENTS
Fixed fees. Scoped to your workforce. No surprises.
PILOT PROGRAM · LIMITED PLACES
The full Signal process in one location, at pilot pricing. Five places a year, in exchange for contributing de-identified data to the Signal benchmark.
DIAGNOSTIC ENGAGEMENT
Fixed fee for a wider scope: more locations, teams or problems in focus. Scoped to your workforce.
NETWORK ROLLOUT
After a pilot, mirror what works across your network, with dashboard and leaderboard tracking. Scoped and priced by number of locations.
ANNUAL BENCHMARKING
Optional, following a diagnostic. Tracks progress against your baseline and against comparable employers.
All prices in Australian dollars, excluding GST.
Download the brochure for your sector.
A two-page overview for your sector: the problem, how Signal works and how to start.
WHO YOU’LL WORK WITH
The team behind Signal.
Signal is a Luminair Systems product. Luminair Systems is a Queensland-based, B Corp certified consultancy that applies behavioural science to the operating problems organisations actually face.
Each of us brings deep, hands-on experience in the sectors Signal serves. Every engagement is led by the people below, with specialist associates added as the work requires.
ASSOCIATE NETWORK, AS REQUIRED
Behavioural science Data & analysis Field research Industry advisersFAQ
Questions leaders ask before they start.
We already have programs and incentives in place. How does Signal work with what we already do?
Signal starts with what you already have. Most organisations with acquisition, retention or output problems aren’t short of programs - they’re running bonuses, recognition, training, pathways and wellbeing offers. Some of that investment is valued by your people and changes behaviour. Some of it runs straight through.
Think of it as a funnel. Money and programs go in the top, but things jam in the middle, and the results at the bottom don’t shift. Rather than pouring more money in at the top and hoping for better outcomes at the bottom, we work in the messy middle: we map each program you already run against what actually drives your people, by sector, location and role.
You then know where to double down, where a small adjustment will lift results, and where a different lever would matter more to your people - so you get a better return on the programs you already pay for, before you spend anything new.
We’ve done the diagnostic. Then what?
The diagnostic shows you where the leaks are. The next stage makes the change stick.
Reposition. We help you adjust your existing programs and activities so they target the behaviours that matter, using the levers your organisation already controls: policies and guidelines, rostering, workplace design, communications, incentives and how services are delivered.
Link to your KPIs. Each change is tied to the acquisition, retention and output measures you already report on, so the uplift shows up in your existing reporting - not a separate scorecard.
Track and compare. The Signal leaderboard tracks progress over time and compares sites, locations, businesses, franchisees or teams - ranked on improvement from each one’s own starting point, so every location can win.
Couldn’t we just use AI for this?
AI can summarise what’s already written down: your policies, survey results and reports. It can’t stand on your site at 6am, see whether a roster change reached the team, or hear why good people are leaving. Working from generic data, it gives generic answers.
And if the data and approach you have now aren’t shifting the dial, more of the same - more analysis, more spend - is unlikely to either. Signal brings a different input: a human intelligence layer of observation, conversations with the people affected, mystery shopping to check whether initiatives landed as intended, and analysis of your own data.
Pilot it in one location and compare the result.
Will our people talk honestly to outsiders?
That’s the point of using us. Interviews and surveys are confidential and reported without names, so people say what they won’t say to their manager.
What do you need from us?
Access to one or more locations, time with a sample of your team and managers, and the people and operating data you already collect. We fit around your rosters.
BUYER FAQ · REGISTERED ACCESS
The full buyer FAQ
🔒 What is the current waitlist time?
🔒 How much does this ask of our teams, sites and managers?
🔒 Can we start with just one team or location?
🔒 How can you integrate the data and progress we already have?
🔒 What does a pilot look like, step by step?
🔒 How does it scale across our network?
🔒 How do the changes stick once you’ve stepped back?
🔒 How do improvements align with our current KPIs and systems?
🔒 How do we monitor the shift across our locations?
REGISTER FOR AN INTRO CALL
Tell us what you’re already doing. We’ll show you where it fits.
Share your current programs and your biggest problems. We’ll come to a 30-minute intro call prepared.
ON THE CALL, WE WILL
1. Map what you already run onto the Signal model.
2. Show where the likely gaps are between your programs and what drives your people.
3. Explain how changes are made to stick - not just launched.
4. Tell you honestly whether Signal is the right fit.
Welcome@SignalWorkforce.com.au · Office phone 0482 852 435