neverhack Neverhack Workforce Intelligence Report

Neverhack Workforce Intelligence Report

Neverhack is a cybersecurity firm providing proactive defense solutions and digital risk assessments for SMBs and enterprise clients. It focuses on delivering managed security services, ethical hacking, and real-time threat mitigation.
Issued on:
April 2025
Benchmark: Astek, Cyberdefense, Squad, ,Synetis
Profile analyzed: 13175
Data Quality: 83%
CompanyProductivityManagementRiskProficiencyOverall ScoreOutlook 6M
neverhack Neverhack Workforce Intelligence Report
Neverhack
6560657565STABLE
BENCHMARK7070757070STABLE

Report Content

Executive Summary

Insights on Productivity:
Revenue Insights

Portfolio Company Cockpit

Insights on Management:
Average Tenure Proficiency

Insights on Risk:
Critical Attrition Rates​

Insights on Proficiency:
Underskilled Distribution & Evolution​

Insights on Proficiency:
Top-Skilled Distribution & Evolution​

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SkillSherpa® 1
Workforce
Intelligence
Report
Neverhack | March 2025
© 2025 SkillSherpa®
D7NBQNgAAAAASUVORK5CYII= Neverhack Workforce Intelligence Report
TOTAL PROFILES
ANALYZED
DATA
FRESHNESS
REFERENCE
PERIOD
PORTFOLIO COMPANY
BENCHMARK COMPANIES
DATA QUALITY
# PROFILES
DATA QUALITY
# PROFILES
March
2025
Q4
2024
Portfolio & Benchmark Companies
SkillSherpa® 2
13 175
805
12 370
83%
83%
9lTZ5EYAAAAAElFTkSuQmCC Neverhack Workforce Intelligence Report
SkillSherpa® 3
SkillSherpa FAQs
PRODUCTIVITY
Measures the efficiency of the revenue-generating workforce by analyzing its
distribution and contribution to overall revenue generation.
HOW IT WORKS
PROFICIENCY
Gauges employee skill levels, training effectiveness, and alignment with business
needs.
RISK
Evaluates workforce stability by analyzing attrition rates, succession planning,
compliance risks, and potential disruptions to business continuity.
Percentage of employees who leave a company within their first year of
employment, indicating retention challenges and hiring effectiveness. Whose
roles directly drive company.
SkillSherpa classifies all employees of analyzed companies into two clusters:
revenue-generating and revenue-supporting. The revenue-generating cluster
includes roles that directly contribute to company income through sales, client
acquisition, and service delivery.
How does SkillSherpa identify
revenue-generating workforce?
How does SkillSherpa evaluate a company’s
workforce metrics?
REVENUE
GENERATING
REVENUE
GENERATING
REVENUE
SUPPORTING
Role Career
Skills Function
Role Career
Skills Function
Role
Career
Skills Function
SkillSherpa
Clustering
Engine
MANAGEMENT
Assesses leadership effectiveness and organizational structure by analyzing
average tenure across proficiency levels and its impact on stability and growth.
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SkillSherpa® 4
REVENUE GENERATING JOB FAMILIES
SkillSherpa FAQs – Rev.Gen vs Rev.Supporting Clusters
•
Product & Project
Management
•
Technology Leadership
•
IT Support
•
Sales & Business
Development
•
Digital Operations
•
Digital Advertising
•
Account Management
•
Marketing &
Communication
•
Software Engineering /
Development
•
Content Marketing
•
Data & Intelligence
•
UX / UI
•
Business Operations
•
Compliance, Legal & Audit
REVENUE SUPPORTING JOB FAMILIES
•
Operations & Logistics
•
Education & Training
•
Office & Business Administration
•
Human Resources
•
Accounting, Finance & Procurement
•
Other
The following are the included job families in the analysis that,
following an industry-based assessment, were classified as revenue
generating:
Conversely, among all job families, these below were excluded
from the analysis as classified as supporting roles and thus not
directly related to revenue generation:
YAAAAAElFTkSuQmCC Neverhack Workforce Intelligence Report
SkillSherpa® 5
SkillSherpa Score System & Outlook Model
Score System Definition
90-100
Excellent
Outstanding performance in human capital
management; industry leader.
75-89
Very Good
Sound human capital management practices with
minimal areas for improvement.
60-74
Good
Meets most industry standards, but with room for
improvement.
40-59
Sufficient
Adequate, but under-performing in several key
areas; needs significant improvement.
20-39
Poor
Difficulties in human capital management, with
numerous shortcomings.
0-19
Very Poor
Critical failures across the board; urgent need for
restructuring and improvement.
Outlook Model Definition
Rapid workforce expansion and productivity
gains expected, potential strong financial
performance.
Moderate workforce improvement with
positive business impact, with above industry-
average financial performance.
Workforce metrics remain steady with minimal
change, both from management and financial
points of view.
Workforce efficiency or retention issues start
affecting workforce management and
financial performances.
Severe workforce challenges threaten
business performance.
STRONG DECLINE
DECLINE
GROWTH
STRONG GROWTH
STABLE
wFpz0iTbPb39gAAAABJRU5ErkJggg== Neverhack Workforce Intelligence Report
DEFINITIONS REFERENCE PERIOD
Q4 2024
Executive Summary
Productivity:
Measures the efficiency of the revenue-generating workforce by analyzing its distribution and contribution to overall revenue generation.
Management:
Assesses leadership effectiveness and organizational structure by analyzing average tenure across proficiency levels and its impact on stability and growth.
Risk:
Evaluates workforce stability by analyzing attrition rates, succession planning, compliance risks, and potential disruptions to business continuity.
Proficiency:
Gauges employee skill levels, training effectiveness, and alignment with business needs.
Outlook 6 Months:
refers to a short-term forecast assessing expected trends, risks, and opportunities in workforce management based on most recent indicators.
SkillSherpa® 6
Company Productivity Management Risk Proficiency Overall Score 6-Months Outlook
BENCHMARK
AVERAGE
70
65
55
75
75
75
70
60
70
80
65
70
75
65
60
75
75
80
70
75
65
70
65
65
70
65
60
75
70
70
STABLE
STABLE
GROWTH
STABLE
GROWTH
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SkillSherpa® 7
DEFINITIONS
Benchmark
SKILLSHERPA SCORE
ATTRITION RATE TOP SKILLED
REVENUE GENERATED WORKFORCE AVG. TENURE TOP SKILLED (YEARS)
Q4 2023 Q1 2024 Q2 2024 Q3 2024 Q4 2024
Q4 2023 Q1 2024 Q2 2024 Q3 2024 Q4 2024
Q4 2023 Q1 2024 Q2 2024 Q3 2024 Q4 2024
Q4 2023 Q1 2024 Q2 2024 Q3 2024 Q4 2024
TIME-TO-UPSKILL (YEARS)
Q4 2023 Q1 2024 Q2 2024 Q3 2024 Q4 2024
Executive Summary – Portfolio Company Cockpit
65 65 65 65 65
70 70 70 70 70
78% 78% 78% 78% 78%
82% 82% 82% 82% 82%
4 4 4 4 4
4 4 4 4 4
26% 26% 26% 26% 26%
15% 15% 15% 15% 15%
3 3 3 3 3
4 4 4 4 4
Neverhack
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DEFINITIONS
Revenue Generating Workforce:
whose roles directly drive company income through sales, client acquisition, and service delivery.
REFERENCE PERIOD
Q4 2024
Insights on Productivity
– Revenue Insights
SkillSherpa® 8
Company Revenue Generating Workforce Revenue Generated Score Insight
BENCHMARK
AVERAGE
MISSING
1
st
PARTY DATA
81.9% ▲
81.7% in Q4 2023
78.1% ▼
78.5% in Q4 2023
67.5% ▼
68.0% in Q4 2023
87.4% ▲
86.9% in Q4 2023
84.8% ▲
84.3% in Q4 2023
87.9% ▲
87.7% in Q4 2023
70
65
55
75
75
75
No Data On
Productivity
Stable
Outlook
No Data On
Productivity
Stable
Outlook
No Data On
Productivity
Stable
Outlook
No Data On
Productivity
Stable
Outlook
No Data On
Productivity
Stable
Outlook
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DEFINITIONS REFERENCE PERIOD
Q4 2024
This chart displays the distribution of the Top 5 job families that generate revenue in the studied perimeter. These are framed to be bounded within the 100% of the
available job families for clearer readability. There are, however, other job families that make up the remaining distribution that are not part of this analysis.
Insights on Productivity
– Focus on Largest Rev. Gen Job Families
SkillSherpa® 9
Benchmark Average
39%
40%
4%
45%
41%
65%
21%
20%
47%
10%
25%
2%
11%
9%
18%
11%
9%
7%
12%
12%
11%
10%
11%
15%
4%
5%
2%
11%
1%
2%
Co mp liance, Legal & Audit So ftware Engineering / Development Pro duct & P roject Managemen t IT Support Sales & Business Dev elopment
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REFERENCE PERIOD
Q4 2024
Insights on Management
– Average Tenure By Proficiency
DEFINITIONS
Average Tenure:
Years high-performing employees remain with a company, reflecting retention strength and workforce stability.
Proficiency Classes:
A structured categorization of employees based on their skill levels to assess workforce capability and effectiveness.
Underskilled Employees:
Employees who lack the necessary skills to perform their roles effectively and require training or upskilling.
Competent Employees:
Employees who meet job requirements, perform tasks independently, and contribute effectively to operations.
Top-Skilled Employees:
Highly proficient employees with advanced expertise, leadership capabilities, and the ability to drive innovation and strategy.
SkillSherpa® 10
Company
Average Tenure
Underskilled
Average Tenure
Competent
Average Tenure
Top-Skilled
Span-To-Control
Ratio
Score Insight
BENCHMARK
AVERAGE
1.9 years ▲
1.5 years in Q4 2023
1.4 years ▲
1.1 years in Q4 2023
1.6 years ▲
1.2 years in Q4 2023
2.5 years ▲
2.1 years in Q4 2023
1.6 years ▲
1.4 years in Q4 2023
1.7 years ▲
1.1 years in Q4 2023
2.8 years ▲
2.5 years in Q4 2023
2.1 years ▲
2.0 years in Q4 2023
2.5 years ▲
2.2 years in Q4 2023
3.5 years ▲
3.1 years in Q4 2023
2.5 years ▲
2.2 years in Q4 2023
2.8 years ▲
2.4 years in Q4 2023
4.5 years ▲
4.2 years in Q4 2023
4.2 years ▲
3.7 years in Q4 2023
4.6 years ▲
4.5 years in Q4 2023
5.3 years ▲
5.0 years in Q4 2023
3.7 years ▲
3.4 years in Q4 2023
4.2 years ▲
3.9 years in Q4 2023
6.0 : 1 ▲
5.9 : 1 in Q4 2023
3.3 : 1 ▼
3.9 : 1 in Q4 2023
6.7 : 1 ▲
6.6 : 1 in Q4 2023
3.5 : 1 ▼
3.6 : 1 in Q4 2023
6.3 : 1 ▲
6.1 : 1 in Q4 2023
7.5 : 1 ▲
7.3 : 1 in Q4 2023
70
60
70
80
65
70
Average
Tenure
Narrower
Span-To-Control
Average
Tenure
Average
Span-To-Control
Average
Tenure
Narrower
Span-To-Control
Average
Tenure
Average
Span-To-Control
Average
Tenure
Wider
Span-To-Control
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REFERENCE PERIOD
Q4 2024
Insights on Risk –
Critical Attrition Rates
DEFINITIONS
First-Year Attrition Rate:
Percentage of employees who leave a company within their first year of employment, indicating retention challenges and hiring effectiveness.
Attrition Rate Top Talent:
Percentage of high-performing or key employees who leave a company within a given period, impacting business performance and continuity
SkillSherpa® 11
Company
First-Year
Attrition Rate
Attrition Rate
Top-Skilled
Score Insight
BENCHMARK
AVERAGE
4.7% ▼
23.3% in Q4 2023
19.1% ▼
27.8% in Q4 2023
12.5% ▼
14.9% in Q4 2023
22.4% ▼
24.0% in Q4 2023
25.5% ▼
27.6% in Q4 2023
14.7% ▼
22.5% in Q4 2023
21.3% ▼
24.5% in Q4 2023
14.3% ▼
31.3% in Q4 2023
19.4% ▲
17.9% in Q4 2023
31.7% ▲
28.8% in Q4 2023
24.9% ▼
33.3% in Q4 2023
21.7% ▼
25.6% in Q4 2023
75
65
60
75
75
80
Average Hiring
Capabilities
Weaker Talent
Retention
Weaker Hiring
Capabilities
Weaker Talent
Retention
Average Hiring
Capabilities
Average Talent
Retention
Stronger Hiring
Capabilities
Weaker Talent
Retention
Average Hiring
Capabilities
Stronger
Talent
Retention
DxZy4064FDonAAAAAElFTkSuQmCC Neverhack Workforce Intelligence Report
REFERENCE PERIOD
Q4 2024
DEFINITIONS
Insights on Proficiency
– Proficiency Classes Overview
Underskilled Employees:
Employees who lack the necessary skills to perform their roles effectively and require training or upskilling.
Competent Employees:
Employees who meet job requirements, perform tasks independently, and contribute effectively to operations.
Top-Skilled Employees:
Highly proficient employees with advanced expertise, leadership capabilities, and the ability to drive innovation and strategy.
SkillSherpa® 12
Benchmark
Average
17%
20%
23%
21%
19%
20%
70%
72%
69%
67%
70%
70%
13%
8%
8%
12%
11%
10%
Underskilled Co mp etent Top-Skilled
sxswAAAABJRU5ErkJggg== Neverhack Workforce Intelligence Report
REFERENCE PERIOD
Q4 2024
Insights on Proficiency
– Underskilled Distribution & Evolution
DEFINITIONS
Time-To-Upskill:
Time needed for an employee to advance to the next proficiency level, reflecting the company’s effectiveness in developing underskilled employees.
Underskilled Employees:
Employees who lack the necessary skills to perform their roles effectively and require training or upskilling.
Competent Employees:
Employees who meet job requirements, perform tasks independently, and contribute effectively to operations.
DEFINITIONS
SkillSherpa® 13
Company
Underskilled
Employees (%)
Time-To-Upskill
Competent
Employees (%)
Score Insight
BENCHMARK
AVERAGE
10.1% ▼
11.0% in Q4 2023
10.8% ▼
12.5% in Q4 2023
11.6% ▼
12.6% in Q4 2023
7.6% ▼
9.1% in Q4 2023
8.2% ▼
8.5% in Q4 2023
13.0% ▼
13.8% in Q4 2023
3.5 years ▲
2.7 years in Q4 2023
2.4 years ▲
1.9 years in Q4 2023
3.2 years ▲
2.3 years in Q4 2023
3.0 years ▲
2.7 years in Q4 2023
4.5 years ▲
3.7 years in Q4 2023
3.1 years ▲
2.1 years in Q4 2023
69.7% ▼
70.7% in Q4 2023
70.5% ▲
68.1% in Q4 2023
66.9% ▼
67.8% in Q4 2023
69.4% ▼
70.4% in Q4 2023
72.3% ▼
73.2% in Q4 2023
70.3% ▼
71.4% in Q4 2023
70
75
65
70
70
65
Faster
Upskilling Time
Balanced
Workforce
Average
Upskilling Time
Balanced
Workforce
Average
Upskilling Time
Unbalanced
Workforce
Slower
Upskilling Time
Balanced
Workforce
Average
Upskilling Time
Balanced
Workforce
w94B5CjtCCodgAAAABJRU5ErkJggg== Neverhack Workforce Intelligence Report
REFERENCE PERIOD
Q4 2024
Insights on Proficiency
– Top-Skilled Distribution & Evolution
DEFINITIONS
Time-To-Upskill:
Time needed for an employee to advance to the next proficiency level, reflecting the company’s effectiveness in developing underskilled employees.
Competent Employees:
Employees who meet job requirements, perform tasks independently, and contribute effectively to operations.
Top-Skilled Employees:
Highly proficient employees with advanced expertise, leadership capabilities, and the ability to drive innovation and strategy.
DEFINITIONS
SkillSherpa® 14
Company
Competent
Employees (%)
Time-To-Upskill
Top-Skilled
Employees (%)
Score Insight
BENCHMARK
AVERAGE
69.7% ▼
70.7% in Q4 2023
70.5% ▲
68.1% in Q4 2023
66.9% ▼
67.8% in Q4 2023
69.4% ▼
70.4% in Q4 2023
72.3% ▼
73.2% in Q4 2023
70.3% ▼
71.4% in Q4 2023
3.6 years ▲
3.2 years in Q4 2023
3.0 years ▼
3.1 years in Q4 2023
3.4 years ▲
3.1 years in Q4 2023
4.0 years ▲
3.6 years in Q4 2023
3.9 years ▲
3.3 years in Q4 2023
3.1 years ▲
3.0 years in Q4 2023
20.2% ▲
18.3% in Q4 2023
18.7% ▼
19.4% in Q4 2023
21.5% ▲
19.6% in Q4 2023
23.0% ▲
20.5% in Q4 2023
19.5% ▲
18.4% in Q4 2023
16.7% ▲
14.8% in Q4 2023
70
75
65
70
70
70
Average
Upskilling Time
Average Top-
Skilled Density
Average
Upskilling Time
Average Top-
Skilled Density
Average
Upskilling Time
Average Top-
Skilled Density
Average
Upskilling Time
Average Top-
Skilled Density
Average
Upskilling Time
Average Top-
Skilled Density
AAAAAElFTkSuQmCC Neverhack Workforce Intelligence Report
Product Roadmap
H1 2025
1. Time-To-Productivity
2. High-Potential Individuals
3. Workforce In&Out Flows
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SkillSherpa® 16
Insights on
Productivity
– Time-To-Productivity (TTP)
What it is?
Why is it valuable?
Time-To-
Productivity
PRODUCTIVITY
Time-To-Productivity (TTP)
measures the delay between revenue-
generating workforce expansion and the resulting revenue uplift. It
tracks how quickly new hires or workforce investments generate
business gains, reflecting ramp-up speed and efficiency.
A shorter
Time-To-Productivity
signals effective hiring, onboarding,
and training, leading to faster revenue impact. A longer timeframe
may indicate inefficiencies, making this metric key for optimizing
workforce deployment.
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SkillSherpa® 17
Insights on
Proficiency
– High-Potential Individuals (HPI)
What it is?
Why is it valuable?
High-Potential Individuals (HPI)
measures the number of young
employees with proficiency levels between Competent and Top-
Skilled. It also evaluates how well the company identifies, nurtures,
and retains these high-value talents.
Tracking
High-Potential Individuals
helps assess talent pipeline
strength and future leadership potential. Effective management of
these employees drives innovation, reduces succession risks, and
enhances long-term workforce stability.
High Potential
Individuals
PROFICIENCY
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SkillSherpa® 18
Insights on
Risk
– Workforce In&Out Flows
What it is?
Why is it valuable?
Workforce In&Out Flows
tracks employee movements between
benchmark companies, analyzing hiring sources and exit
destinations. It highlights workforce trends, competitive threats, and
talent concentration risks.
This metric helps identify external talent competition, potential
poaching risks, and overreliance on specific hiring sources.
Understanding these flows enables better workforce planning,
retention strategies, and risk mitigation.
Workforce
In&Out Flows
RISK
AAAAAElFTkSuQmCC Neverhack Workforce Intelligence Report
Annex
1. SkillSherpa – Who We Are
2. SkillSherpa Tech – How It Works
3. SkillSherpa Onboarding Funnel
Nwu+AAAAAElFTkSuQmCC Neverhack Workforce Intelligence Report
20SkillSherpa® 20
SkillSherpa – Who We Are
FOUNDED: 2023
BASED IN: Chiasso, Switzerland
N° EMPLOYEES: 11
Since 2024
we are providing insights to:
AfAjUPWAcpKrAAAAAElFTkSuQmCC Neverhack Workforce Intelligence Report
SkillSherpa® 21
Corporate
Websites
Press Releases
+7 Other Sources
Job Posts
SCORE CARDS
EMPLOYEES VIEW
JOB FAMILY VIEW
COMPANY VIEW
BENCHMARK VIEW
1. DATA SOURCES
SkillSherpa collects digital
footprints from a wide range
of public sources.
3. ENRICHMENT
SkillSherpa utilizes machine-learning
models to aggregate entities from
various sources, enriching the original
data.
4. DELIVERY
SkillSherpa’s rating models process the enriched data into
scores, which can be viewed at the individual employee
level or aggregated by job families or company level,
allowing for comparisons against custom benchmarks.
87 82
72
5974
67
67
72
58 48
4837
2. EXTRACTION
SkillSherpa automatically identifies
and extracts relevant entities from
each data source.
Online CVs
Social Accounts
LINKEDIN DATA
JOB POST DATA
Company
Dates
Salary
Seniority
Benefits
Work Place
PROFICIENCY
SHADOW SKILLS
+
Peer Analysis
Courses Taken
+
Peer Analysis
LinkedIn Roles
Job Role Posts
+
+
Career Path
74
65
77
Job Role
Skills
By collecting and normalizing data from many different sources,
SkillSherpa combines different data points to create richer and
more comprehensive datasets for our rating models.
344dCwAAAAAM8rcexb7CiIWABgAAAABgIaABAAAAAFgIaAAAAAAAFgIaAAAAAICFgAYAAAAAYCGgAQAAAABYCGgAAAAAABYCGgAAAACAhYAGAAAAAGAhoAEAAAAAWAhoAAAAAAAWAhoAAAAAgIWABgAAAABgIaABAAAAAFgIaAAAAAAAFgIaAAAAAIBFaMEIS59yFsEAAAAASUVORK5CYII= Neverhack Workforce Intelligence Report
SkillSherpa® 22
SkillSherpa – Onboarding Funnel Overview
DATA
INGESTION
Workforce data from
benchmark companies is
collected, normalized, and
enriched using the
SkillSherpa models.
FIRST
DELIVERY
DATA
CALIBRATION
ON-GOING
MONITORING
The calibration phase is needed only if
data discrepancies are significant.
First Human Capital
Performance Report is
generated from processed
benchmark data.
Benchmark data is refined
to ensure accuracy,
consistency, to align
SkillSherpa models with
Clients’ first-party data.
On a recurring basis,
SkillSherpa delivers
updated Human Capital
Reports for each portfolio
company.
AmBUHdubUJ6BwAAAABJRU5ErkJggg== Neverhack Workforce Intelligence Report
SkillSherpa® 23
Thank you!
Stefano Brighenti
stefano@skillsherpa.ai
+41 79 318 33 77
4Pxs9SQujIkjoAAAAASUVORK5CYII= Neverhack Workforce Intelligence Report
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