Here's your portfolio at a glance. Two companies need intervention, one needs watching, and one is healthy.

Canada Goose is your biggest concern — 18% attrition (PE portfolio avg: ~10-12%, est.) is bleeding talent in a company of only 2,258 people. They hired 597 but with attrition that high, they're running to stand still. The talent outflows are going to competitors like ALO (7 departures) and lululemon (2). For a luxury brand where design and retail talent IS the product, this is a red flag.

BMC Software is also flagged — they're actively shrinking. Headcount growth is -7%, attrition is 17% (PE portfolio avg: ~10-12%, est.; enterprise software avg: ~13%, est.), and they only hired 506 against a base of 6,829. They have just 26 open jobs. That's a company in managed decline, not growth mode. The 438 departures to "BMC Helix" suggest an internal restructuring or spin-off that's draining the parent.

Rocket Software looks deceptively stable on the surface — 8% attrition, 2,894 employees — but growth is nearly flat at 0.6% and they only hired 264 people. They're not bleeding, but they're not investing either.

Inspire Brands is the bright spot: 8% growth, 12% attrition (right at the PE portfolio avg of ~10-12%, est.; healthy for QSR), 819 hires, and real investment in analytics capabilities.

BMC Software shows signs of workforce contraction. Here's what the data shows:

The -7% headcount growth is the headline, but the details warrant attention. They have 6,829 employees, hired only 506, and are losing people at 17% attrition. That math doesn't work — they're losing roughly 1,161 people per year and only replacing 506. The workforce is contracting by design or by failure to compete.

A notable data point: 438 departures to BMC Helix. BMC Helix is their cloud ITSM product line. This volume of internal movement could reflect a restructuring, a spin-off, or simply internal mobility. It’s worth understanding whether this is planned organizational design or unintended talent drain.

The remaining talent outflows go to IBM (8), ServiceNow (6), Rubrik (5), and Rocket Software (5) — all direct competitors in enterprise IT management. ServiceNow is the existential threat here: they're the cloud-native replacement for BMC's on-premise products.

The skills profile confirms the legacy positioning: top skills are SQL, Cloud Computing, Enterprise Software, BMC Patrol, and ITIL. The growing skills are mainframe-era: REXX (+7%), VSAM (+6%), Mainframe Testing (+6%). They're doubling down on legacy rather than transforming.

Clear bifurcation between the growers and the stagnant.

Inspire Brands has the strongest hiring momentum relative to its size — 819 hires against 4,200 employees is a 19.5% hiring rate. They're investing in analytics and operations talent for their restaurant portfolio (Arby's, Buffalo Wild Wings, Dunkin', Sonic). The growing skills tell the story: Dashboards (+15%), Food Industry (+11%), Tableau (+11%), Power BI (+9%). This is a company building data-driven operational excellence.

Canada Goose is hiring aggressively too — 597 hires against 2,258 employees is a 26% hiring rate. But paired with 18% attrition, much of that hiring is replacement, not growth. The growing skills (Cross-functional Problem Solving +16%, Sales Operations +16%, Sourcing +15%) suggest they're rebuilding operational and commercial capabilities.

BMC's hiring has collapsed. 506 hires and only 26 open roles. For a company of 6,829 people, that's a hiring rate of 7.4% — barely replacing natural attrition. When a company stops hiring while attrition is at 17%, the organizational capability erodes quarter over quarter.

Rocket Software is in hibernation. 264 hires, 76 open roles, 0.6% growth. The 8% attrition is healthy, but the near-zero hiring means the workforce is aging in place. Their engineering team (41% of company at 1,187) is their asset — but without fresh talent, institutional knowledge becomes fragility.

Here are the talent signals that warrant further investigation across the portfolio:

BMC Software — Key questions the talent data raises:
- The 438 departures to BMC Helix is the most unusual pattern in the portfolio. Understanding whether this is planned restructuring or unintended talent drain would change the interpretation significantly.
- With only 26 open jobs and -7% headcount, hiring has effectively stopped. The 1,502 engineers (22% of workforce) are concentrated in legacy skills (REXX +7%, VSAM +6%).
- 6 departures to ServiceNow — small in absolute terms, but ServiceNow is the primary cloud competitor in ITSM.

Canada Goose — Attrition pattern worth monitoring:
- 18% attrition in a 2,258-person company translates to ~406 departures annually. Outflows to ALO (7), lululemon (2), and RIMOWA (2) suggest talent is moving to direct luxury/lifestyle competitors.
- Toronto HQ has 749 employees — this is the concentration of brand, design, and leadership talent.
- Positive signal: growing skills include SQL (+14%), Sales Operations (+16%), Cross-functional Problem Solving (+16%), suggesting professionalization efforts.

Rocket Software — Stable but static:
- 0.6% growth with 41% engineering concentration (well above the all-industry avg of ~15-20%, est.) and mainframe-specific skills (IBM Mainframe: 788, IBM Db2: 671). This is a highly specialized workforce.
- Talent inflow from OpenText (7), TCS (7), and BMC (5) shows they draw from the right ecosystem, but 264 total hires is low for a company of this size. Notably, none of the top inflow sources are elite tech employers — the talent pipeline is entirely within the legacy enterprise software niche.
- Early modernization signals: Python (+5%) and REST API (+6%) are growing, suggesting some platform evolution.
- IBM outflow (6 departures) — IBM is the primary competitor for mainframe talent.

Inspire Brands — Strongest talent trajectory in the portfolio:
- 8% growth, 12% attrition, and active investment in analytics capabilities (Dashboards +15%, Tableau +11%, Power BI +9%).
- Atlanta HQ (1,245 people) is the center of gravity. Hyderabad tech center (288 people) is the secondary hub.
- Like the rest of the portfolio, none of the top inflow sources are elite tech employers — the talent pipeline comes from QSR and hospitality competitors. This is typical for the sector and not a concern for Inspire's business model, but it does limit the pedigree dimension of any talent score comparison against tech companies.